measuring diversity in the workplace uk

Listen to our Neurodiversity podcast. If your company isn't open to diversity, any … Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. Most institutions try to promote the creation of a diverse, creative … 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. A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. Workplace diversity benefit #10: Improved hiring results. In short, measuring inclusion is vital. 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. Explore the actions people professionals need to take to build inclusion. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. 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. Keep up-to-date with the law and review policies through checks, audits and consultation. Managing diversity in organizations is one of the defining issues of our time. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. In order to be both meaningful and truly effective, you need to apply measures based on your own organisation’s strategy. 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. On the other hand, FTSE 100 CEOs in 2018 were more likely to be called … Compare these numbers with the national average, provided by the National Association for Colleges and Employers. GOV.UK Ethnicity facts and figures Search. … Your company's diversity readiness is its ability to adapt to a more diverse workforce. For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. It is not enough to only recruit women and under-represented ethnicities. 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. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. To read some more of our ‘golden rules’, please download our latest Diversity & Inclusion newsletter. 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. This might also be called an ‘equal opportunities policy’. 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. This open line of communication will mean that they continue to champion the programmes needed to deliver ongoing progress and change. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. Workplace diversity leads to better hiring results. Diversity in the Workplace (TLDO001) We can also offer a direct link to the course in Blackboard should this be required. All rights reserved. Melanie joined the CIPD in 2017, specialising in learning & development and skills research. Prioritise and align your D&I measurements to your business priorities. For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. This will give you the percentage of each group. Add up how many of each work group you have. Where are your ‘pressure points’ or areas of concern within your organisation? 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. 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. How will you know when you have reached your objectives? And many studies confirm this. The CIPD is a Disability Confident Leader. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. 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. Contact us to discuss your employment needs. 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. Human Resource Management. 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. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. Make clear that everyone has a personal responsibility to uphold the standards. Employers should ensure their decisions meet their legal obligations and do not discriminate. Ensure that initiatives and policies have the support of the board and senior management. Fill in your details here. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. 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’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. Good people practice decisions benefit workers, wider society and organisations. measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. Please contact equalityanddiversity@manchester.ac.uk for a link. 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. 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. 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. The Equalities and Human Rights Commission has produced guidance for employers. Jon Whiteley explains . 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 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. People have different personal needs, values and beliefs. 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). Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. The McGregor-Smith Review suggests that utilising the full potential of black and minority ethnic (BME) individuals can contribute £24 billion to the UK … 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. Divide each number by the total number of employees and multiply the number by 100. Develop a diversity strategy to support the achievement of business goals, including ways of addressing the diverse needs of customers. 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. Sexual identity guidance and project. 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. Visit the CIPD and Kogan Page Bookshop to see all our priced publications currently in print. Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices. PHILLIPS, K.W., DUMAS, T.L. Reviewed in In a Nutshell, issue 75. 27 April. What do you want to achieve with your D&I initiatives? Research on the psychological contract shows that people want to work for employers with good employment practices. The COVID-19 pandemic has created numerous challenges to businesses, including making difficult workforce decisions such as about redundancies, furloughing and return to work. Measuring equality Guidance on ethnic group, national identity, religion, and sexual identity; and an overview of our work on gender identity. Measuring What Matters in Gender Diversity Building Customized Scorecards. Overcoming prejudice and changing entrenched negative attitudes can be difficult. 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 can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. It’s about creating an environment where your workforce feel confident and empowered to offer their different opinions and … 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. Workplace diversity not only expands your talent pool, but allows each member of your organization to draw from the backgrounds, viewpoints, and experiences of fellow team members – but you already knew that.The question isn’t whether diversity is important, but “How can my company measure diversi… © 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. There are a number of direct and indirect metrics which when captured and then analysed through a D&I lens, can help evidence this. Ultimately, action must be underpinned by the principles of equal opportunity, fairness and transparency. Diversity and inclusion often go hand in hand but are different from one another. People Profession 2030: a collective view of future trends. 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. People Management (online). How does inclusion fit into the new Profession Map? Diversity is about recognising 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. 30 July. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with This is what our collective goal should be, and has guided the recommendations I have made in this report. So organisations must ensure their people management approaches do not put any group at a disadvantage. A focus on workplace diversity and inclusion (D&I) has undoubtedly led to progress in tackling workplace inequality in recent decades. A guide for the collection and classification of ethnic group, national identity and religion data in the UK. Find out more about inclusive practice during the pandemic in our CIPD Lab article and our webinar Diversity and inclusion through COVID-19. Everyone should have the right to be free of any direct or indirect discrimination and harassment or bullying. London: ACAS. 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. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. 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. Network with others from inside and outside the organisation to keep up-to-date and to share learning. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. 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. 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. Reflect on inclusion practice in your organisation with our inclusion health checker tool. 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. 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. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Configure the percentages of diversity in the workplace. This factsheet was last updated by Dr Jill Miller and Melanie Green. (2018) Diversity and authenticity. Diversity information is based on current UK equality legislation which aims to prevent discrimination on grounds of age, disability, gender, race, sexual orientation, religion and other protected characteristics. Use employee surveys to evaluate initiatives, to find out if policies are working for everyone, and to provide a platform for improvement. Monitoring community background and sex. Businesses should examine their own people management practices and diversity data to understand where barriers lie, taking action accordingly. Sign up now. 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. The first is to only use the diversity categories as identified and described by Canada’s employment equity legislation. 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. 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. 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. Jill joined the CIPD in 2008. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. BADER, A., KEMPER, L. and JINTAE, F. (2019) Who promotes a value-in-diversity perspective? Coding for This means that organisations need to consider both in their people management practices and strategies. For example, ‘neurodiversity’ is a growing area of workplace inclusion. They must also submit that information in a report to the Equality Commission every 12 months. It refers to the natural range of differences in human brain function. 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. Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. To achieve benefits such as these, HR must monitor and measure the following diversity metrics: #1: Is your retention level consistent across women and minorities? Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change.
measuring diversity in the workplace uk 2021