measuring diversity in the workplace uk

Describe desirable behaviours to gain positive commitment. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Keep up-to-date with the law and review policies through checks, audits and consultation. CIPD members can use our online journals to find articles from over 300 journal titles relevant to HR. The Equalities and Human Rights Commission has produced guidance for employers. Sexual identity guidance and project. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. How does inclusion fit into the new Profession Map? Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. and ROTHBARD, N.P. Fill in your details here. Good people practice decisions benefit workers, wider society and organisations. Ensure appropriate channels for employee voice and that different groups feel able to access them. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. To read some more of our ‘golden rules’, please download our latest Diversity & Inclusion newsletter. Make clear that everyone has a personal responsibility to uphold the standards. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. Use different and accessible methods such as newsletters, in-house magazines, notice boards and intranets to keep people up to date with diversity policies and practices. 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. Diversity & Inclusion is wider than the workplace. Reflect on inclusion practice in your organisation with our inclusion health checker tool. 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. Have a vacancy? 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. 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. Configure the percentages of diversity in the workplace. Reviewed in In a Nutshell, issue 75. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. Surveys and employment data could be used to measure diversity. 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. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. 30 July. 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. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. 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. 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. Actively seek people’s ideas and take action on feedback. Find out what diversity training is most effective in our. 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. To be competitive, organisations need everyone who works for them to make their best contribution. Result in failure to recognise skills-based abilities, potential and experience. Where are your ‘pressure points’ or areas of concern within your organisation? Benchmark progress against other organisations and explore what others are doing to adopt and adapt ideas where appropriate. BASKA, M. (2019) Businesses ‘feel free to discriminate’ because equality law is not being enforced. BUSINESS DISABILITY FORUM. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. 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. Vol 96, No 2, March-April. 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. 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. 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. 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. FROST, S. and KALMAN, D. (2016) Inclusive talent management: how business can thrive in an age of diversity. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. Research on the psychological contract shows that people want to work for employers with good employment practices. For example, ‘neurodiversity’ is a growing area of workplace inclusion. 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. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. 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. Search here for your ideal job or get in touch with one of our expert consultants. 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. For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. Managing diversity in organizations is one of the defining issues of our time. Impact an individual’s wellbeing, performance at work and intention to stay. 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. 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. Looking for a new role? BADER, A., KEMPER, L. and JINTAE, F. (2019) Who promotes a value-in-diversity perspective? Before we pat ourselves on the … (2018) Prevent discrimination: support equality. While UK legislation – covering age, disability, race, religion, … Sign up now. How will you know when you have reached your objectives? London: ACAS. Members and People Management subscribers can see articles on the People Management website. It can also encourage employees to treat others equally. Among employers, it’s used to describe alternative thinking styles including dyslexia, autism and ADHD. 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. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. Measuring What Matters in Gender Diversity Building Customized Scorecards. People have different personal needs, values and beliefs. FARAGHER, J. A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. People Management (online). 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. In order to be both meaningful and truly effective, you need to apply measures based on your own organisation’s strategy. Add up how many of each work group you have. 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. London: Equality and Diversity Forum. The concept of ‘intersectionality’ - that we all have multiple, overlapping identities that impact on our experience - takes into account this principle. Reviewed in In a Nutshell, issue 89. Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools. 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. 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. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. 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. This means that organisations need to consider both in their people management practices and strategies. 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