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. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. Measuring workplace diversity can be accomplished using a number of methods—simply walking through your office or plant and noticing the many differences between employees, or generating an employee census report sorted by age, race, ethnicity, sex and disability. How will you know when you have reached your objectives? So organisations must ensure their people management approaches do not put any group at a disadvantage. 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. Hays has offices across the whole of the UK. Organisations should go beyond minimal compliance with the law, ensuring that everyone is valued and supported as an individual. Ensure appropriate channels for employee voice and that different groups feel able to access them. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. Top tips for measurement and reporting: 1. While UK legislation – covering age, disability, race, religion, gender and sexual orientation among others – sets minimum standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee well-being and engagement. Find out more about inclusive practice during the pandemic in our CIPD Lab article and our webinar Diversity and inclusion through COVID-19. For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. This will give you the percentage of each group. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with Three of the main business benefits of taking diversity and inclusion seriously are talent, market competitiveness, and corporate reputation. 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. 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. Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. The COVID-19 pandemic has created numerous challenges to businesses, including making difficult workforce decisions such as about redundancies, furloughing and return to work. BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. The concept of ‘intersectionality’ - that we all have multiple, overlapping identities that impact on our experience - takes into account this principle. Where are your ‘pressure points’ or areas of concern within your organisation? Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. 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. Network with others from inside and outside the organisation to keep up-to-date and to share learning. 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. 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. Prior to the CIPD, Mel worked as an HR practitioner in a technology organisation, working on a variety of learning and development initiatives, and has previously worked as a researcher in an employee engagement and well-being consultancy. 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. People Profession 2030: a collective view of future trends. 27 April. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. For example, increased caring responsibilities mean flexible working options need to be considered. Divide each number by the total number of employees and multiply the number by 100. 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. Configure the percentages of diversity in the workplace. Reviewed in In a Nutshell, issue 75. London: Business Disability Forum. 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. For Diversity In The Workplace, Measurement Matters. Impact an individual’s wellbeing, performance at work and intention to stay. 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. CIPD members can use our online journals to find articles from over 300 journal titles relevant to HR. Prioritise collecting and using good quality people data to identify barriers and solutions. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. It refers to the natural range of differences in human brain function. Flexible working and job design are also important components of diversity strategies and part of attracting and retaining a wide pool of talented people. Overcoming prejudice and changing entrenched negative attitudes can be difficult. 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. Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. Regulatory duties. 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. The Equalities and Human Rights Commission has produced guidance for employers. PHILLIPS, K.W., DUMAS, T.L. 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. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. 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. If your company isn't open to diversity, any … proportionately reflects the diversity of the communities in which they operate, at every level. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. FARAGHER, J. 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 mapping review was selected as the most appropriate approach for a wide-ranging consideration of diversity and inclusion across the health research system. 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. 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. (2018) Diversity and authenticity. It’s also vital for the sustainability of businesses and economies. 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. 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. To read some more of our ‘golden rules’, please download our latest Diversity & Inclusion newsletter. How does inclusion fit into the new Profession Map? 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. London: Kogan Page. Workplace diversity leads to better hiring results. Members and People Management subscribers can see articles on the People Management website. Sign up now. 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. A focus on workplace diversity and inclusion (D&I) has undoubtedly led to progress in tackling workplace inequality in recent decades. The first step for an inclusive company culture is to measure D&I. 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. Diversity in the workplace brings different groups of people together in a way that makes the best use of individual talents. All rights reserved. ACAS. In our latest Equality, Inclusion and Diversity Report, we explore whether flexible working can help create more diverse workforces and more inclusive workplaces. Her role is a combination of rigorous research and active engagement with policy makers, academics and practitioners to inform projects and shape thinking. Monitoring community background and sex. 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. Employers should ensure their decisions meet their legal obligations and do not discriminate. 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. We know there are multiple things great companies do well, but one thing that’s true for high-performing companies is better diversity. A fuzzy set analysis of executives’ individual and organizational characteristics. Prioritise and align your D&I measurements to your business priorities. 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? They must also submit that information in a report to the Equality Commission every 12 months. London: ACAS. Businesses should examine their own people management practices and diversity data to understand where barriers lie, taking action accordingly. It’s about creating an environment where your workforce feel confident and empowered to offer their different opinions and … 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. 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. What data points (quantitative and qualitative) will support the above? It’s important that employers take an inclusive, fair and transparent approach to people management, including when adapting HR practices due to current circumstances, for example, adopting virtual recruitment methods. People Management (online). Ensure that initiatives and policies have the support of the board and senior management. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. Workplace diversity not only expands your talent pool, but allows each member of your organization to draw from the backgrounds, viewpoints, and experiences of fellow team members – but you already knew that.The question isn’t whether diversity is important, but “How can my company measure diversi… 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). Describe desirable behaviours to gain positive commitment. This is what our collective goal should be, and has guided the recommendations I have made in this report. Diversity is about recognising difference. Vol 96, No 2, March-April. Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Have a vacancy? Make clear that everyone has a personal responsibility to uphold the standards. Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. 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. 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. BADER, A., KEMPER, L. and JINTAE, F. (2019) Who promotes a value-in-diversity perspective? 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. pp132-136. Jill joined the CIPD in 2008. Everyone should have the right to be free of any direct or indirect discrimination and harassment or bullying. 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. 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. Workforce composition. GOV.UK Ethnicity facts and figures Search. A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. Reasonable adjustments to enable people to perform at their best need to receive due attention. This means that organisations need to consider both in their people management practices and strategies. Ethnic group, national identity and religion. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Search. 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. A good start is to have a workplace policy covering equality, diversity and inclusion. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Actively seek people’s ideas and take action on feedback. Listen to our Neurodiversity podcast. Reviewed in In a Nutshell, issue 89. 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. Regularly audit, review and evaluate progress, using quantitative and qualitative data on both diversity and inclusion, to highlight where barriers exist (for example, via recruitment data) and show the impact of initiatives, making appropriate changes to activities if needed. 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. 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. © Copyright Chartered Institute of Personnel and Development 2021, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. Diversity and inclusion metrics are used to identify risk areas, prioritise initiatives, set targets and other program goals, assign accountability, and measure the impact of initiatives. 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. This might also be called an ‘equal opportunities policy’. This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. Melanie joined the CIPD in 2017, specialising in learning & development and skills research. Design guidelines and provide training for. The strategy needs to be supported by organisational values and leader and manager behaviour which reflect the importance of diversity and inclusion.
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