to the workplace. 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. London: Kogan Page. 27 April. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. In short, measuring inclusion is vital. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. This might also be called an ‘equal opportunities policy’. All rights reserved. Fill in your details here. Search. 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. 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… Recognise that a diverse workforce also needs an inclusive environment. 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. The strategy needs to be supported by organisational values and leader and manager behaviour which reflect the importance of diversity and inclusion. 30 July. These form the basis of robust forward tracking to ensure progress is made and embedded. 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. Network with others from inside and outside the organisation to keep up-to-date and to share learning. Melanie joined the CIPD in 2017, specialising in learning & development and skills research. 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. So organisations must ensure their people management approaches do not put any group at a disadvantage. Divide each number by the total number of employees and multiply the number by 100. Hays has offices across the whole of the UK. For example, ‘neurodiversity’ is a growing area of workplace inclusion. Impact an individual’s wellbeing, performance at work and intention to stay. Members and People Management subscribers can see articles on the People Management website. 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. Monitoring community background and sex. What will happen to my test results? After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. 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. People have different personal needs, values and beliefs. London: Equality and Diversity Forum. Reviewed in In a Nutshell, issue 89. Reviewed in In a Nutshell, issue 75. 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. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. Please contact equalityanddiversity@manchester.ac.uk for a link. 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. Employers need to understand the impact the pandemic and related workplace and personal change has on individuals, depending on their background or circumstances. How does inclusion fit into the new Profession Map? Ultimately, action must be underpinned by the principles of equal opportunity, fairness and transparency. Diversity in the Workplace (TLDO001) We can also offer a direct link to the course in Blackboard should this be required. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible. Jon Whiteley explains . This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. The value and advantages that a diverse workforce represents cannot be realised and sustained in the absence of an inclusive culture. Top tips for measurement and reporting: 1. For Diversity In The Workplace, Measurement Matters. 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. A guide for the collection and classification of ethnic group, national identity and religion data in the UK. Reflect on inclusion practice in your organisation with our inclusion health checker tool. This will give you the percentage of each group. 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. Flexible working and job design are also important components of diversity strategies and part of attracting and retaining a wide pool of talented people. A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. 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. 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). This is what our collective goal should be, and has guided the recommendations I have made in this report. Have a vacancy? Describe desirable behaviours to gain positive commitment. The COVID-19 pandemic has created numerous challenges to businesses, including making difficult workforce decisions such as about redundancies, furloughing and return to work. This means that organisations need to consider both in their people management practices and strategies. 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. 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. 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. And considering the health, safety and well-being of employees is essential given the pressures and uncertainty people may be experiencing. 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. Actively seek people’s ideas and take action on feedback. Benchmark progress against other organisations and explore what others are doing to adopt and adapt ideas where appropriate. Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools. My Learning is your portal for free training courses to support you throughout your career and get you market-ready for your next job search. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. Contact us to discuss your employment needs. 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. The Equalities and Human Rights Commission has produced guidance for employers. Even though people have many things in common, they are also different in a variety of ways. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Where are your ‘pressure points’ or areas of concern within your organisation? They also want to feel valued at work. We know there are multiple things great companies do well, but one thing that’s true for high-performing companies is better diversity. Organisations should go beyond minimal compliance with the law, ensuring that everyone is valued and supported as an individual. UK workers more likely to leave companies that fail to address diversity problems, survey shows. Explore the actions people professionals need to take to build inclusion. 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. 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? BASKA, M. (2019) Businesses ‘feel free to discriminate’ because equality law is not being enforced. This factsheet was last updated by Dr Jill Miller and Melanie Green. 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. Businesses should examine their own people management practices and diversity data to understand where barriers lie, taking action accordingly. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. The first step for an inclusive company culture is to measure D&I. Diversity information is based on current UK equality legislation which aims to prevent discrimination on grounds of age, disability, gender, race, sexual orientation, religion and other protected characteristics. On the other hand, FTSE 100 CEOs in 2018 were more likely to be called … Find out what diversity training is most effective in our. 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. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. Harvard Business Review. Sign up now. Adversely affect employment opportunities. Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. Measuring What Matters in Gender Diversity Building Customized Scorecards. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. 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. 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. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. 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. 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. (2018) Prevent discrimination: support equality. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. Keep up-to-date with the law and review policies through checks, audits and consultation. 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. 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. It is not enough to only recruit women and under-represented ethnicities. 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. Also look at how often they attend pivotal meetings, are included in key decision-making processes, or are invited to give feedback on the culture of the business and management style. 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. pp132-136. 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. … 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. Diversity and inclusion often go hand in hand but are different from one another. What do you want to achieve with your D&I initiatives? 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? BUSINESS DISABILITY FORUM. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. 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. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Overcoming prejudice and changing entrenched negative attitudes can be difficult. 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. Which insights create a stronger business case for D&I. 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 at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. 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 good start is to have a workplace policy covering equality, diversity and inclusion. The McGregor-Smith Review suggests that utilising the full potential of black and minority ethnic (BME) individuals can contribute £24 billion to the UK … 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? 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. Surveys and employment data could be used to measure diversity. proportionately reflects the diversity of the communities in which they operate, at every level. Ethnic group, national identity and religion. 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. Configure the percentages of diversity in the workplace. Make clear that everyone has a personal responsibility to uphold the standards. 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. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. 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. A mapping review was selected as the most appropriate approach for a wide-ranging consideration of diversity and inclusion across the health research system. Before we pat ourselves on the … In our latest Equality, Inclusion and Diversity Report, we explore whether flexible working can help create more diverse workforces and more inclusive workplaces. measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. Diversity is about recognising difference. 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. 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. 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. It refers to the natural range of differences in human brain function. London: ACAS. 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. 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. Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. 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. See more on HR and standards. Increasingly, employers recognise the importance of diversity and inclusion in recruiting and retaining the skills and talent they need. 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. They must also submit that information in a report to the Equality Commission every 12 months. Add up how many of each work group you have. FARAGHER, J. Jill joined the CIPD in 2008. Diversity in the workplace brings different groups of people together in a way that makes the best use of individual talents. 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. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Ensure appropriate channels for employee voice and that different groups feel able to access them. and ROTHBARD, N.P. Research on the psychological contract shows that people want to work for employers with good employment practices. (2015) Square holes for square pegs: current practice in employment and autism. Workplace diversity benefit #10: Improved hiring results. 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. Develop a diversity strategy to support the achievement of business goals, including ways of addressing the diverse needs of customers. Diversity & Inclusion is wider than the workplace. Reasonable adjustments to enable people to perform at their best need to receive due attention. To be competitive, organisations need everyone who works for them to make their best contribution. Your company's diversity readiness is its ability to adapt to a more diverse workforce. Ensure that initiatives and policies have the support of the board and senior management. The CIPD is a Disability Confident Leader. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. 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. Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. 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. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. What data points (quantitative and qualitative) will support the above? Although transparency regarding pay is an important first step, it is not enough to give a complete picture of gender diversity within an organization. Result in failure to recognise skills-based abilities, potential and experience. A fuzzy set analysis of executives’ individual and organizational characteristics. This open line of communication will mean that they continue to champion the programmes needed to deliver ongoing progress and change. Workplace diversity leads to better hiring results. Search here for your ideal job or get in touch with one of our expert consultants. 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. (2018) Diversity and authenticity. Listen to our Neurodiversity podcast. 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. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. This is OK, pace yourself. 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. Prioritise collecting and using good quality people data to identify barriers and solutions. Human Resource Management. 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. Employers should ensure their decisions meet their legal obligations and do not discriminate. Most institutions try to promote the creation of a diverse, creative … She is responsible for creating and implementing diverse recruitment strategies that effectively support the representation of more diverse staff profiles within their business. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. It’s about creating an environment where your workforce feel confident and empowered to offer their different opinions and … Her role is a combination of rigorous research and active engagement with policy makers, academics and practitioners to inform projects and shape thinking. Looking for a new role? 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. And many studies confirm this. 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. People Profession 2030: a collective view of future trends. 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. 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. London: Business Disability Forum. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. In order to be both meaningful and truly effective, you need to apply measures based on your own organisation’s strategy.