Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. 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. Most institutions try to promote the creation of a diverse, creative … In short, measuring inclusion is vital. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. London: Kogan Page. Prioritise and align your D&I measurements to your business priorities. 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. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. 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. Harvard Business Review. Sign up now. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. Research on the psychological contract shows that people want to work for employers with good employment practices. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. So organisations must ensure their people management approaches do not put any group at a disadvantage. Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Design guidelines and provide training for. 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. This might also be called an ‘equal opportunities policy’. How will you know when you have reached your objectives? 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. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. The first step for an inclusive company culture is to measure D&I. Flexible working and job design are also important components of diversity strategies and part of attracting and retaining a wide pool of talented people. 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. She is responsible for creating and implementing diverse recruitment strategies that effectively support the representation of more diverse staff profiles within their business. 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’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. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. For example, ‘neurodiversity’ is a growing area of workplace inclusion. Jon Whiteley explains . Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. (2017) Beyond bias. It’s about creating an environment where your workforce feel confident and empowered to offer their different opinions and … Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. 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. Before we pat ourselves on the … proportionately reflects the diversity of the communities in which they operate, at every level. Good people practice decisions benefit workers, wider society and organisations. For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. 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 Diversity In The Workplace, Measurement Matters. … 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… Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices. Diversity in the Workplace (TLDO001) We can also offer a direct link to the course in Blackboard should this be required. 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 refers to the natural range of differences in human brain function. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. PHILLIPS, K.W., DUMAS, T.L. Your company's diversity readiness is its ability to adapt to a more diverse workforce. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with People Management (online). Divide each number by the total number of employees and multiply the number by 100. 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. People have different personal needs, values and beliefs. © Copyright Chartered Institute of Personnel and Development 2021, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. Even though people have many things in common, they are also different in a variety of ways. Surveys and employment data could be used to measure diversity. 30 July. 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. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. Where are your ‘pressure points’ or areas of concern within your organisation? What will happen to my test results? Add up how many of each work group you have. Measuring equality Guidance on ethnic group, national identity, religion, and sexual identity; and an overview of our work on gender identity. Sexual identity guidance and project. Human Resource Management. 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. 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. This is what our collective goal should be, and has guided the recommendations I have made in this report. 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. 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. Three of the main business benefits of taking diversity and inclusion seriously are talent, market competitiveness, and corporate reputation. 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. measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. 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. Diversity and inclusion often go hand in hand but are different from one another. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. and ROTHBARD, N.P. They also want to feel valued at work. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. 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. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. 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. Overcoming prejudice and changing entrenched negative attitudes can be difficult. Impact an individual’s wellbeing, performance at work and intention to stay. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. 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. 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. 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. 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 & Inclusion is wider than the workplace. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. And many studies confirm this. In order to be both meaningful and truly effective, you need to apply measures based on your own organisation’s strategy. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. UK workers more likely to leave companies that fail to address diversity problems, survey shows. 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. 27 April. Diversity is about recognising difference. 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. 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. While UK legislation – covering age, disability, race, religion, … London: ACAS. There are a number of direct and indirect metrics which when captured and then analysed through a D&I lens, can help evidence this. A fuzzy set analysis of executives’ individual and organizational characteristics. ACAS. 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. Prioritise collecting and using good quality people data to identify barriers and solutions. Explore the actions people professionals need to take to build inclusion. London: Equality and Diversity Forum. 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. MCANDREW, F. (2010) Workplace equality: turning policy into practice. Result in failure to recognise skills-based abilities, potential and experience. Hays has offices across the whole of the UK. Reasonable adjustments to enable people to perform at their best need to receive due attention. 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. Find out more about inclusive practice during the pandemic in our CIPD Lab article and our webinar Diversity and inclusion through COVID-19. to the workplace. Describe desirable behaviours to gain positive commitment. In our latest Equality, Inclusion and Diversity Report, we explore whether flexible working can help create more diverse workforces and more inclusive workplaces. 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