Even though people have many things in common, they are also different in a variety of ways. If your company isn't open to diversity, any … For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. Human Resource Management. The social justice case is based on the belief that everyone should have a right to equal access to employment, training and development based solely on merit. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with To be competitive, organisations need everyone who works for them to make their best contribution. On the other hand, FTSE 100 CEOs in 2018 were more likely to be called … Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. For more information on particular aspects, see our various factsheets on age, disability, harassment and bullying, race, religion, sex discrimination and gender reassignment and sexual orientation discrimination. UK workers more likely to leave companies that fail to address diversity problems, survey shows. Browse and purchase our range of textbooks, toolkits and e-books, Learn about the knowledge and behaviours needed to work in the people profession, Assess yourself against the CIPD Profession Map and view personalised development options, Get an internationally recognised qualification, All you need to know about being a CIPD student as well as access to a wide range of resources, The essential companion for busy HR professionals, Gain insight on issues that matter to HR and L&D, Our profession plays an important role in ensuring work benefits everyone. The COVID-19 pandemic has created numerous challenges to businesses, including making difficult workforce decisions such as about redundancies, furloughing and return to work. It can also encourage employees to treat others equally. Diversity is about recognising difference. A guide for the collection and classification of ethnic group, national identity and religion data in the UK. Promoting and supporting diversity in the workplace is an important aspect of good people management - it’s about valuing everyone in the organisation as an individual. Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. Reviewed in In a Nutshell, issue 89. CIPD members can use our online journals to find articles from over 300 journal titles relevant to HR. PHILLIPS, K.W., DUMAS, T.L. In short, measuring inclusion is vital. and ROTHBARD, N.P. Among employers, it’s used to describe alternative thinking styles including dyslexia, autism and ADHD. Ensure the key stakeholders within your organisation are regularly updated on how the data captured is being used to inform better business decisions and outcomes. These form the basis of robust forward tracking to ensure progress is made and embedded. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. The moral case for building fairer and more inclusive labour markets and workplaces is indisputable: regardless of our identity, background or circumstance, we all deserve the opportunity to develop our skills and talents to our full potential, work in a safe, supportive and inclusive environment, be fairly rewarded and recognised for our work and have a meaningful voice on matters that affect us. 226 | Diversity Primer Diversity Best Practices D iversity and inclusion initiatives are business initiatives that must be managed in the same way that an organization manages any other business initiative. GOV.UK Ethnicity facts and figures Search. A good start is to have a workplace policy covering equality, diversity and inclusion. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. A mapping review was selected as the most appropriate approach for a wide-ranging consideration of diversity and inclusion across the health research system. BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. Before we pat ourselves on the … All rights reserved. Discrimination and diversity in the workplace often go hand in hand, and in order for business owners to mitigate the risk of running into any potential disputes, a watchful eye is crucial. Embed diversity and inclusion in line managers’ roles; they have a key role to play, behaving in an inclusive way and contributing to diversity goals. Benchmark progress against other organisations and explore what others are doing to adopt and adapt ideas where appropriate. … Prioritise collecting and using good quality people data to identify barriers and solutions. What data points (quantitative and qualitative) will support the above? Your company's diversity readiness is its ability to adapt to a more diverse workforce. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. This file contains the following variables: Measure, Measure_type, Ethnicity, Ethnicity_type, Time, Time_type, Region, Age, Age_type, Sex, Value, Confidence_interval, Numerator, Denominator, Sample_size. FROST, S. and KALMAN, D. (2016) Inclusive talent management: how business can thrive in an age of diversity. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment where everyone feels able to participate and achieve their potential. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. (2017) Beyond bias. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Regulatory duties. While workplace diversity metrics are well-known and readily available to D&I practitioners, the concept of measuring workplace inclusion is relatively new and is rarely described in organizational literature. It’s important to recognise that a ‘one-size-fits all’ approach to managing people does not achieve fairness and equality of opportunity for everyone. There are a number of direct and indirect metrics which when captured and then analysed through a D&I lens, can help evidence this. As well as reporting, for example, on gender representation and ethnicity of employees, aim to quantify levels of inclusion through employee engagement sources such as feedback surveys and 360 reviews. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools. A common pitfall is to focus on measuring levels of diversity (and this itself is a broad church and a topic for a different time) without combining this with measurements around levels of inclusion. A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. People have different personal needs, values and beliefs. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. Although there’s no legal requirement to have a written diversity policy, it’s a good idea to produce one to demonstrate the organisation takes its legal and moral obligations towards being a diverse employer seriously. Workforce composition. This is OK, pace yourself. Business leaders are increasingly understanding and expecting to see the value and benefits that a diverse workforce and inclusive workplace culture can bring their organisation. Fill in your details here. Insight from senior leaders on how they have maintained trust and resilience during the first wave of the COVID-19 pandemic, Working inclusively is a core behaviour in the new Profession Map. For example, ‘neurodiversity’ is a growing area of workplace inclusion. Adversely affect employment opportunities. Network with others from inside and outside the organisation to keep up-to-date and to share learning. Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. Employers should ensure their decisions meet their legal obligations and do not discriminate. It looks at the rationale for action and outlines steps organisations can take to implement and manage a successful D&I strategy, from communication and training to addressing workplace behaviour and evaluating progress. Help shape its future, Leading the profession that’s shaping the future of work, Understand what diversity and inclusion mean in the workplace and how an effective D&I strategy can support business. This factsheet was last updated by Dr Jill Miller and Melanie Green. Increasingly, employers recognise the importance of diversity and inclusion in recruiting and retaining the skills and talent they need. How will you know when you have reached your objectives? Build diversity and inclusion concepts and practices into staff training courses, management training and teambuilding programmes to increase awareness of the need to handle different views, perceptions and ideas in positive ways. Members and People Management subscribers can see articles on the People Management website. Impact an individual’s wellbeing, performance at work and intention to stay. When deciding how best your organisation should measure D&I, take a step back and ask yourself the following questions: In addition to the above, there are a number of golden rules that you should always remember: A common pitfall is to focus on measuring levels of diversity (and this itself is a broad church and a topic for a different time) without combining this with measurements around levels of inclusion. Where are your ‘pressure points’ or areas of concern within your organisation? We work with the DWP and lead the way in changing attitudes towards disability, and to encourage all employers to provide opportunities to ensure that people with disabilities and those with long-term health conditions are able to fulfil their potential at work. Jon Whiteley explains . Divide each number by the total number of employees and multiply the number by 100. (2015) Square holes for square pegs: current practice in employment and autism. And considering the health, safety and well-being of employees is essential given the pressures and uncertainty people may be experiencing. A fuzzy set analysis of executives’ individual and organizational characteristics. The first step for an inclusive company culture is to measure D&I. How does inclusion fit into the new Profession Map? Line managers need to feel confident and capable to manage in a different way, such as managing remote teams, and do so in a way which still embraces difference and promotes a sense of inclusion and belonging as well as supporting employee well-being. An inclusive working environment is one in which everyone feels that they belong without having to conform, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances. She is responsible for creating and implementing diverse recruitment strategies that effectively support the representation of more diverse staff profiles within their business. Configure the percentages of diversity in the workplace. Which insights create a stronger business case for D&I. This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. For example, increased caring responsibilities mean flexible working options need to be considered. Listen to our Neurodiversity podcast. Sign up now. Discover our practitioner-focused recommendations which come from an evidence-based view of diversity and inclusion, GOV.UK - Employers: preventing discrimination, The Employers Network for Equality & Inclusion (enei). Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. The strategy needs to be supported by organisational values and leader and manager behaviour which reflect the importance of diversity and inclusion. Develop a diversity strategy to support the achievement of business goals, including ways of addressing the diverse needs of customers. Harvard Business Review. They must also submit that information in a report to the Equality Commission every 12 months. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. In order to be both meaningful and truly effective, you need to apply measures based on your own organisation’s strategy. Use different and accessible methods such as newsletters, in-house magazines, notice boards and intranets to keep people up to date with diversity policies and practices. Melanie holds a master’s degree in Occupational Psychology from University of Surrey, where she conducted research into work–life boundary styles and the effect of this on employee well-being and engagement. Result in failure to recognise skills-based abilities, potential and experience. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. ACAS. Explore the actions people professionals need to take to build inclusion. 1079797, Diversity and inclusion in the time of coronavirus, Diversity and inclusion are good for people and for business, Organisational development and design roles, Getting, developing and keeping the right people, HR-inform: practical HR and employment law resources, Building the best HR teams around the world, Championing better work and working lives, sexual orientation, gender identity and reassignment, sex discrimination and gender reassignment, Diversity and inclusion at work: facing up to the business case, actions people professionals need to take to build inclusion, Businesses ‘feel free to discriminate’ because equality law is not being enforced. 30 July. As well as designing appropriate and fair people practices, it’s important to create open and inclusive workplace cultures in which everyone feels valued, respects colleagues, and where their contribution is recognised. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. While UK legislation – covering age, disability, race, religion, … MCANDREW, F. (2010) Workplace equality: turning policy into practice. Diversity in the workplace brings different groups of people together in a way that makes the best use of individual talents. Please contact equalityanddiversity@manchester.ac.uk for a link. It’s been a big year for gender equality ― from the #MeToo movement to the broader recognition of just how far we need to go, to the tangible actions that are (finally) gaining momentum in workplaces. She frequently presents on key people management issues, leads discussions and workshops, and is invited to write for trade press as well as offer comment to national journalists, on radio and TV. BUSINESS DISABILITY FORUM. Reviewed in In a Nutshell, issue 75. Describe desirable behaviours to gain positive commitment. London: ACAS. We will get to the point where, by increasing the diversity of skills and inclusion in the workplace, we will get this correlation with outcomes. FARAGHER, J. See more on HR and standards. Flexible working and job design are also important components of diversity strategies and part of attracting and retaining a wide pool of talented people. Ensure appropriate channels for employee voice and that different groups feel able to access them. Overcoming prejudice and changing entrenched negative attitudes can be difficult. Top tips for measurement and reporting: 1. And many studies confirm this. Managing diversity in organizations is one of the defining issues of our time. Research on the psychological contract shows that people want to work for employers with good employment practices. This will give you the percentage of each group. Contact us to discuss your employment needs. What you choose to start measuring in the early stages of your D&I journey may be significantly more limited in its scope to what you ultimately want to cover. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. Although transparency regarding pay is an important first step, it is not enough to give a complete picture of gender diversity within an organization. Focus on what currently works for measuring and reporting within your organisation, and see how this structure can be used for D&I measures, be they within a wider business scorecard or a specific D&I scorecard. Reflect respect and dignity for all in the organisation’s values and ensure these are reflected in the way the organisation and its employees operate on a daily basis. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Ethnic group, national identity and religion. (2018) Prevent discrimination: support equality. Sexual identity guidance and project. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. Actively seek people’s ideas and take action on feedback. In an organisation that operates internationally, be aware that the approach to managing diversity will need to take account local legislation, norms and social issues, and the ways that individual working styles and personal preferences are influenced by national cultures. Diversity Percentage = (41+4+2+8) / 550 = 55/550 = 1/10 = 10% There are two crucial elements to ensuring this measure is accurately and appropriately used. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Jill joined the CIPD in 2008. Good people practice decisions benefit workers, wider society and organisations. The value and advantages that a diverse workforce represents cannot be realised and sustained in the absence of an inclusive culture. So organisations must ensure their people management approaches do not put any group at a disadvantage. The Equalities and Human Rights Commission has produced guidance for employers. Together with Uptimize, we’ve produced Neurodiversity at work, a practical guide for employers to help create a neurodiversity-friendly workplace where people can utilise their strengths. Have a vacancy? This open line of communication will mean that they continue to champion the programmes needed to deliver ongoing progress and change. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. To achieve benefits such as these, HR must monitor and measure the following diversity metrics: #1: Is your retention level consistent across women and minorities? Reflect on inclusion practice in your organisation with our inclusion health checker tool. To read some more of our ‘golden rules’, please download our latest Diversity & Inclusion newsletter. Include diversity issues in induction programmes, including raising awareness of employee network groups, so that all new employees know about the organisation’s values and policies. Search here for your ideal job or get in touch with one of our expert consultants. Diversity in the Workplace (TLDO001) We can also offer a direct link to the course in Blackboard should this be required. Employers with more than 10 employees, each working 16 or more hours per week, must register with the Equality Commission and must thereafter monitor the community background composition and sex of their job applicants and employees. Workplace diversity leads to better hiring results. What will happen to my test results? Her role is a combination of rigorous research and active engagement with policy makers, academics and practitioners to inform projects and shape thinking. Ensure you are clear on the data you need to evidence this and continue to build on this as part of your longer-term D&I delivery plan. In our latest Equality, Inclusion and Diversity Report, we explore whether flexible working can help create more diverse workforces and more inclusive workplaces. to the workplace. It’s about creating an environment where your workforce feel confident and empowered to offer their different opinions and experiences to the workplace and, through this, bring innovation and meaningful change to the organisation. What do you want to achieve with your D&I initiatives? This is what our collective goal should be, and has guided the recommendations I have made in this report. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. Make clear that everyone has a personal responsibility to uphold the standards. The Equality and Human Rights Commission has published a range of guidance on all aspects of the Equality Act 2010, including a Code of practice on employment. However, it isn’t always easy to measure and track the progress made in this area and, crucially, the sought after positive impact that this progress returns to the business. Any business case for diversity must consider the potential positive outcomes for individuals, such as impact on well-being, and balance them with business outcomes. Melanie joined the CIPD in 2017, specialising in learning & development and skills research. Yvonne is Head of Diversity & Inclusion at Hays, working with our clients to ensure their recruitment strategies are aligned with the latest equality, diversity and inclusion (ED&I) policies and initiatives. 27 April. pp132-136. In the UK, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation, are ‘protected characteristics’ covered by discrimination law to give people protection against being treated unfairly. Standards, such as the BSI and ISO human resource management suite and Investors in People (IiP), provide principled based frameworks and guidelines to help organisations recognise the actual and potential value of their people and ensure their people polices and working practices are bias free. People Management (online). A policy helps everyone to know: 1. the business supports and treats everyone fairly 2. what kind of behaviour is expected of them 3. about discrimination and the law, and what is not acceptable 4. where to find the procedures for resolving any problems Your policy could also point employees to any extra activities or services that your workplace offers, such as: 1. staff net… Introduce mechanisms to deal with all forms of harassment, bullying and intimidating behaviour, making clear that such behaviour will not be tolerated and setting out the consequences of breaking the organisation’s behaviour code. For example, the gap between female and male employment rates in the UK is the lowest since it was first recorded in 1971,1 meaning the UK workforce is more gender-diverse than ever. Ensure that initiatives and policies have the support of the board and senior management. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. Our report assesses the evidence on inclusion - what does inclusion look like in practice, and how can people professionals and the wider organisation be more inclusive? We know there are multiple things great companies do well, but one thing that’s true for high-performing companies is better diversity. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. The first step for an inclusive company culture is to measure D&I. Our report Diversity and inclusion at work: facing up to the business case reviews the evidence on the touchpoints in the employee lifecycle that may contain barriers to equality. CR used to be centred on environmental issues, but an increasing number of employers now take a wider view, seeing the overall image of an organisation as important in attracting and retaining both customers and employees. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. A diverse workforce can help to inform the development of new or enhanced products or services, open new market opportunities, improve market share and broaden an organisation’s customer base. Businesses need to consider corporate responsibility (CR) in the context of diversity as social exclusion and low economic activity rates can limit business markets and their growth. Your staff should consist of a diverse workforce that gives businesses a competitive.... 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