measuring diversity in the workplace uk

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. Which insights create a stronger business case for D&I. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. Ensure that initiatives and policies have the support of the board and senior management. These form the basis of robust forward tracking to ensure progress is made and embedded. 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 have different personal needs, values and beliefs. For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. Top tips for measurement and reporting: 1. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. She is responsible for creating and implementing diverse recruitment strategies that effectively support the representation of more diverse staff profiles within their business. What will happen to my test results? Good people practice decisions benefit workers, wider society and organisations. What data points (quantitative and qualitative) will support the above? BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. Although transparency regarding pay is an important first step, it is not enough to give a complete picture of gender diversity within an organization. BUSINESS DISABILITY FORUM. While UK legislation – covering age, disability, race, religion, … In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. 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. © 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. Consider awareness-raising programmes, such as ‘lunch and learn’ sessions, about various aspects of diversity to help people appreciate difference. Visit the CIPD and Kogan Page Bookshop to see all our priced publications currently in print. 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. GOV.UK Ethnicity facts and figures Search. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. All rights reserved. The Equalities and Human Rights Commission has produced guidance for employers. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. People Management (online). This factsheet was last updated by Dr Jill Miller and Melanie Green. pp132-136. The concept of ‘intersectionality’ - that we all have multiple, overlapping identities that impact on our experience - takes into account this principle. 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. 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. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. In our latest Equality, Inclusion and Diversity Report, we explore whether flexible working can help create more diverse workforces and more inclusive workplaces. Network with others from inside and outside the organisation to keep up-to-date and to share learning. Explore the actions people professionals need to take to build inclusion. It can also encourage employees to treat others equally. People Management (online). 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. Prioritise collecting and using good quality people data to identify barriers and solutions. 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. Regulatory duties. This is what our collective goal should be, and has guided the recommendations I have made in this report. On the other hand, FTSE 100 CEOs in 2018 were more likely to be called … Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools. Divide each number by the total number of employees and multiply the number by 100. 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. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. 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. Your company's diversity readiness is its ability to adapt to a more diverse workforce. A focus on workplace diversity and inclusion (D&I) has undoubtedly led to progress in tackling workplace inequality in recent decades. How will you know when you have reached your objectives? 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. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. A mapping review was selected as the most appropriate approach for a wide-ranging consideration of diversity and inclusion across the health research system. Listen to our Neurodiversity podcast. 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. 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. 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. Search here for your ideal job or get in touch with one of our expert consultants. The Equality and Human Rights Commission has published a range of guidance on all aspects of the Equality Act 2010, including a Code of practice on employment. People Profession 2030: a collective view of future trends. Three of the main business benefits of taking diversity and inclusion seriously are talent, market competitiveness, and corporate reputation. 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). The McGregor-Smith Review suggests that utilising the full potential of black and minority ethnic (BME) individuals can contribute £24 billion to the UK … 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. Benchmark progress against other organisations and explore what others are doing to adopt and adapt ideas where appropriate. 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. 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. 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. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. This is OK, pace yourself. (2017) Beyond bias. London: ACAS. Diversity is about recognising difference. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. It is not enough to only recruit women and under-represented ethnicities. They also want to feel valued at work. 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. UK workers more likely to leave companies that fail to address diversity problems, survey shows. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. Contact us to discuss your employment needs. It refers to the natural range of differences in human brain function. PHILLIPS, K.W., DUMAS, T.L. This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. proportionately reflects the diversity of the communities in which they operate, at every level. Workforce composition. BASKA, M. (2019) 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. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible. Research on the psychological contract shows that people want to work for employers with good employment practices. Vol 96, No 2, March-April. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. In order to be both meaningful and truly effective, you need to apply measures based on your own organisation’s strategy. 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. 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. Diversity and inclusion often go hand in hand but are different from one another. (2015) Square holes for square pegs: current practice in employment and autism. 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. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. Overcoming prejudice and changing entrenched negative attitudes can be difficult. Hays has offices across the whole of the UK. Sign up now. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. 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. Reasonable adjustments to enable people to perform at their best need to receive due attention. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. 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. 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. Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. There are a number of direct and indirect metrics which when captured and then analysed through a D&I lens, can help evidence this. 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. Find out what diversity training is most effective in our. Diversity in the workplace brings different groups of people together in a way that makes the best use of individual talents. 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. 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. 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