Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices. © Copyright Chartered Institute of Personnel and Development 2021, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. Describe desirable behaviours to gain positive commitment. Our report Diversity management that works draws on research evidence and professional expertise to make practical recommendations in six key areas of diversity practice and strategy. 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… Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. Workplace diversity benefit #10: Improved hiring results. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. While UK legislation – covering age, disability, race, religion, … 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. Diversity in the workplace brings different groups of people together in a way that makes the best use of individual talents. 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. 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. A good start is to have a workplace policy covering equality, diversity and inclusion. Monitoring community background and sex. 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. Looking for a new role? However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. 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. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. This factsheet was last updated by Dr Jill Miller and Melanie Green. Measuring What Matters in Gender Diversity Building Customized Scorecards. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. Businesses should examine their own people management practices and diversity data to understand where barriers lie, taking action accordingly. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. People professionals have a key role to play in role modelling inclusive working improving workplace diversity and inclusion in their organisation - find out more in our new Profession Map. Visit the CIPD and Kogan Page Bookshop to see all our priced publications currently in print. Ethnic group, national identity and religion. And considering the health, safety and well-being of employees is essential given the pressures and uncertainty people may be experiencing. 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. London: ACAS. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. A fuzzy set analysis of executives’ individual and organizational characteristics. 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. London: Business Disability Forum. Sexual identity guidance and project. 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. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. London: Equality and Diversity Forum. Prioritise collecting and using good quality people data to identify barriers and solutions. All rights reserved. For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. Jon Whiteley explains . Employers need to understand the impact the pandemic and related workplace and personal change has on individuals, depending on their background or circumstances. 30 July. See how you can collaborate across boundaries to achieve positive outcomes, Drawing on collaborative research, our report explores the key trends influencing the future of work and how they will shape the people profession, This online calendar, produced in partnership with Diversiton for CIPD members only, highlights important themes around inclusion with a special focus for each month. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. Hays has offices across the whole of the UK. A mapping review was selected as the most appropriate approach for a wide-ranging consideration of diversity and inclusion across the health research system. 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. And many studies confirm this. BADER, A., KEMPER, L. and JINTAE, F. (2019) Who promotes a value-in-diversity perspective? There are a number of direct and indirect metrics which when captured and then analysed through a D&I lens, can help evidence this. The most successful businesses know that by creating diversity in their supply chains as well, they can unlock innovation and agility, and improve their ethical credentials. 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. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. 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. to the workplace. Measuring equality Guidance on ethnic group, national identity, religion, and sexual identity; and an overview of our work on gender identity. Three of the main business benefits of taking diversity and inclusion seriously are talent, market competitiveness, and corporate reputation. 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. If your company isn't open to diversity, any … 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. Regulatory duties. People Management (online). This might also be called an ‘equal opportunities policy’. Overcoming prejudice and changing entrenched negative attitudes can be difficult. For example, increased caring responsibilities mean flexible working options need to be considered. Keep up-to-date with the law and review policies through checks, audits and consultation. (2015) Square holes for square pegs: current practice in employment and autism. Network with others from inside and outside the organisation to keep up-to-date and to share learning. 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. It can also encourage employees to treat others equally. Recognise that a diverse workforce also needs an inclusive environment. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools. Fill in your details here. Please contact equalityanddiversity@manchester.ac.uk for a link. To be competitive, organisations need everyone who works for them to make their best contribution. 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. A vigorous approach to workplace policies, coupled with diligent reviewing processes, will make for not only a suitably diverse workforce but an open and accepting workplace culture. Find out what diversity training is most effective in our. As well as targeted initiatives, a coherent strategy is needed to ensure that working practices across the organisation support an inclusive culture which embraces difference. Everyone stands to benefit when we embrace and value the diversity of thoughts, ideas and ways of working that people from different backgrounds, experiences and identities bring to an organisation. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Whilst not legally binding documents, the codes give important guidance on good practice and failure to follow them may be taken into account by tribunals or courts. It’s also vital for the sustainability of businesses and economies. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. Result in failure to recognise skills-based abilities, potential and experience. Ensure appropriate channels for employee voice and that different groups feel able to access them. To progress diversity, organisations should take a systemic approach, including developing an inclusive culture, inclusive approaches to employment policies and practices, to personal behaviours, and by managing equality and diversity issues in ways that also support business contexts. Surveys and employment data could be used to measure diversity. 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. 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). Her role is a combination of rigorous research and active engagement with policy makers, academics and practitioners to inform projects and shape thinking. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. What do you want to achieve with your D&I initiatives? Listen to our Neurodiversity podcast. This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. Benchmark progress against other organisations and explore what others are doing to adopt and adapt ideas where appropriate. Although transparency regarding pay is an important first step, it is not enough to give a complete picture of gender diversity within an organization. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Impact an individual’s wellbeing, performance at work and intention to stay. Design guidelines and provide training for. It’s about creating an environment where your workforce feel confident and empowered to offer their different opinions and … They must also submit that information in a report to the Equality Commission every 12 months. Before we pat ourselves on the … 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. Most institutions try to promote the creation of a diverse, creative … For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. How does inclusion fit into the new Profession Map? Your company's diversity readiness is its ability to adapt to a more diverse workforce. 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. 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. Harvard Business Review. FARAGHER, J. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. Our guide on returning to the workplace shows the importance of an inclusive organisation culture where employees feel they are returning to a supportive and caring environment. London: Kogan Page. How will you know when you have reached your objectives? Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Vol 96, No 2, March-April. 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. Where are your ‘pressure points’ or areas of concern within your organisation? 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? The McGregor-Smith Review suggests that utilising the full potential of black and minority ethnic (BME) individuals can contribute £24 billion to the UK … Human Resource Management. Melanie joined the CIPD in 2017, specialising in learning & development and skills research. ACAS. Search here for your ideal job or get in touch with one of our expert consultants. 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. The first step for an inclusive company culture is to measure D&I. Top tips for measurement and reporting: 1. pp132-136. 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. measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. Contact us to discuss your employment needs. For example, ‘neurodiversity’ is a growing area of workplace inclusion. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. Divide each number by the total number of employees and multiply the number by 100. Coding for 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. The CIPD is a Disability Confident Leader. Focus on fairness, inclusion and transparency, ensuring that merit, competence and potential are the basis for all decisions about recruitment and development, and be alert to the influence of conscious and unconscious biases. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. These form the basis of robust forward tracking to ensure progress is made and embedded. The strategy needs to be supported by organisational values and leader and manager behaviour which reflect the importance of diversity and inclusion. 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. 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. © The HAYS word, RECRUITING EXPERTS WORLDWIDE and POWERING THE WORLD OF WORK slogans and associated logos and artwork are trade marks and/or copyright works of Hays plc © 2021. This is OK, pace yourself. Workforce composition. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. 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. BASKA, M. (2019) Businesses ‘feel free to discriminate’ because equality law is not being enforced. 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. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. : ineffective and probably a little boring retaining the skills and talent need! How business can thrive in an age of diversity Hays thrive the impact the in! 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