And considering the health, safety and well-being of employees is essential given the pressures and uncertainty people may be experiencing. Make clear that everyone has a personal responsibility to uphold the standards. 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. To be competitive, organisations need everyone who works for them to make their best contribution. 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. How will you know when you have reached your objectives? 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. A guide for the collection and classification of ethnic group, national identity and religion data in the UK. Top tips for measurement and reporting: 1. 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. 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. It is not enough to only recruit women and under-represented ethnicities. 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.. While UK legislation – covering age, disability, race, religion, … The value and advantages that a diverse workforce represents cannot be realised and sustained in the absence of an inclusive culture. (2018) Prevent discrimination: support equality. 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. 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. Organisations should go beyond minimal compliance with the law, ensuring that everyone is valued and supported as an individual. London: Equality and Diversity Forum. 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. Ensure appropriate channels for employee voice and that different groups feel able to access them. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. Workplace diversity leads to better hiring results. Add up how many of each work group you have. 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. For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. … 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 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. BASKA, M. (2019) Businesses ‘feel free to discriminate’ because equality law is not being enforced. pp132-136. 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. Workplace diversity benefit #10: Improved hiring results. 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. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. It can also encourage employees to treat others equally. A focus on workplace diversity and inclusion (D&I) has undoubtedly led to progress in tackling workplace inequality in recent decades. 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 & Inclusion is wider than the workplace. 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. This will give you the percentage of each group. and ROTHBARD, N.P. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. 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. 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. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. The first step for an inclusive company culture is to measure D&I. © Copyright Chartered Institute of Personnel and Development 2021, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. 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