and ROTHBARD, N.P. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. 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. 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. On the other hand, FTSE 100 CEOs in 2018 were more likely to be called … The CIPD is a Disability Confident Leader. 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. Where are your ‘pressure points’ or areas of concern within your organisation? Research on the psychological contract shows that people want to work for employers with good employment practices. London: Equality and Diversity Forum. Harvard Business Review. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. London: Kogan Page. pp132-136. Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices. Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. 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. Workplace diversity leads to better hiring results. It is not enough to only recruit women and under-represented ethnicities. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. MCANDREW, F. (2010) Workplace equality: turning policy into practice. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. 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. 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. For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. Prioritise collecting and using good quality people data to identify barriers and solutions. 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). A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. 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. Ultimately, action must be underpinned by the principles of equal opportunity, fairness and transparency. Result in failure to recognise skills-based abilities, potential and experience. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Among employers, it’s used to describe alternative thinking styles including dyslexia, autism and ADHD. 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. 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. Prioritise and align your D&I measurements to your business priorities. It’s also vital for the sustainability of businesses and economies. 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. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. 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. 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. 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. Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. 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. The first step for an inclusive company culture is to measure D&I. 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. Most institutions try to promote the creation of a diverse, creative … Sexual identity guidance and project. Recognise that a diverse workforce also needs an inclusive environment. Even though people have many things in common, they are also different in a variety of ways. 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. In short, measuring inclusion is vital. (2015) Square holes for square pegs: current practice in employment and autism. It can also encourage employees to treat others equally. PHILLIPS, K.W., DUMAS, T.L. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. This might also be called an ‘equal opportunities policy’. Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. (2017) Beyond bias. … Please contact equalityanddiversity@manchester.ac.uk for a link. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with 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. Workplace diversity benefit #10: Improved hiring results. © 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. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. See more on HR and standards. 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. Reviewed in In a Nutshell, issue 75. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Jon Whiteley explains . (2018) Prevent discrimination: support equality. Which insights create a stronger business case for D&I. Regulatory duties. Vol 96, No 2, March-April. 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. A fuzzy set analysis of executives’ individual and organizational characteristics. How will you know when you have reached your objectives? 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. 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. 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. For example, increased caring responsibilities mean flexible working options need to be considered. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. 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. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. Diversity is about recognising difference. Measuring What Matters in Gender Diversity Building Customized Scorecards. Diversity in the Workplace (TLDO001) We can also offer a direct link to the course in Blackboard should this be required. Divide each number by the total number of employees and multiply the number by 100. Employers need to understand the impact the pandemic and related workplace and personal change has on individuals, depending on their background or circumstances. 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. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. Top tips for measurement and reporting: 1. 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. Flexible working and job design are also important components of diversity strategies and part of attracting and retaining a wide pool of talented people. Jill joined the CIPD in 2008. What data points (quantitative and qualitative) will support the above? This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. 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. We know there are multiple things great companies do well, but one thing that’s true for high-performing companies is better diversity. Adversely affect employment opportunities. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. 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. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. People Management (online). 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. 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. Members and People Management subscribers can see articles on the People Management website. 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. 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. The concept of ‘intersectionality’ - that we all have multiple, overlapping identities that impact on our experience - takes into account this principle. 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? A guide for the collection and classification of ethnic group, national identity and religion data in the UK. This will give you the percentage of each group. Keep up-to-date with the law and review policies through checks, audits and consultation. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. To read some more of our ‘golden rules’, please download our latest Diversity & Inclusion newsletter. Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools. What will happen to my test results? 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. All rights reserved. FROST, S. and KALMAN, D. (2016) Inclusive talent management: how business can thrive in an age of diversity. Fill in your details here. 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. They also want to feel valued at work. 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