Recognise that a diverse workforce also needs an inclusive environment. to the workplace. They also want to feel valued at work. Fill in your details here. Workforce composition. 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. All rights reserved. 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. This will give you the percentage of each group. Three of the main business benefits of taking diversity and inclusion seriously are talent, market competitiveness, and corporate reputation. Overcoming prejudice and changing entrenched negative attitudes can be difficult. See more on HR and standards. People Profession 2030: a collective view of future trends. 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. 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. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Human Resource Management. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. 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. 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. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. Everyone should have the right to be free of any direct or indirect discrimination and harassment or bullying. To read some more of our ‘golden rules’, please download our latest Diversity & Inclusion newsletter. Most institutions try to promote the creation of a diverse, creative … London: Business Disability Forum. Reasonable adjustments to enable people to perform at their best need to receive due attention. Jill joined the CIPD in 2008. 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. Top tips for measurement and reporting: 1. Monitoring community background and sex. 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. 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. Ultimately, action must be underpinned by the principles of equal opportunity, fairness and transparency. The strategy needs to be supported by organisational values and leader and manager behaviour which reflect the importance of diversity and inclusion. 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. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. Diversity and inclusion often go hand in hand but are different from one another. Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. Vol 96, No 2, March-April. Research on the psychological contract shows that people want to work for employers with good employment practices. Ensure appropriate channels for employee voice and that different groups feel able to access them. People Management (online). Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. Ensure that initiatives and policies have the support of the board and senior management. Adversely affect employment opportunities. Managing diversity in organizations is one of the defining issues of our time. Increasingly, employers recognise the importance of diversity and inclusion in recruiting and retaining the skills and talent they need. Visit the CIPD and Kogan Page Bookshop to see all our priced publications currently in print. 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. Diversity in the workplace is the idea that your team should reflect the general makeup of the society around you. 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. 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. 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. Find out more about inclusive practice during the pandemic in our CIPD Lab article and our webinar Diversity and inclusion through COVID-19. The Equalities and Human Rights Commission has produced guidance for employers. 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. 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. For example, in the UK, Denmark, and Sweden, companies are required to disclose information about their gender diversity and pay. Explore the actions people professionals need to take to build inclusion. Network with others from inside and outside the organisation to keep up-to-date and to share learning. It can also encourage employees to treat others equally. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. This is what our collective goal should be, and has guided the recommendations I have made in this report. BADER, A., KEMPER, L. and JINTAE, F. (2019) Who promotes a value-in-diversity perspective? UK workers more likely to leave companies that fail to address diversity problems, survey shows. … This means that organisations need to consider both in their people management practices and strategies. 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. These form the basis of robust forward tracking to ensure progress is made and embedded. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. 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. GOV.UK Ethnicity facts and figures Search. 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. 27 April. 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. Before we pat ourselves on the … A diverse workplace makes all employees feel included and welcome, regardless of gender, race, sexual orientation, income class, education or religion. People Management (online). She is responsible for creating and implementing diverse recruitment strategies that effectively support the representation of more diverse staff profiles within their business. 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. Scorecards can also form a strong part of communications strategies in order to build buy-in across the organization. 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. The CIPD is a Disability Confident Leader. 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. 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. Please contact firstname.lastname@example.org for a link. proportionately reflects the diversity of the communities in which they operate, at every level. Benchmark progress against other organisations and explore what others are doing to adopt and adapt ideas where appropriate. London: Kogan Page. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. 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. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. pp132-136. 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. 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. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. And considering the health, safety and well-being of employees is essential given the pressures and uncertainty people may be experiencing. BASKA, M. (2019) Businesses ‘feel free to discriminate’ because equality law is not being enforced. Good people practice decisions benefit workers, wider society and organisations. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. 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. 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? 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. (2018) Prevent discrimination: support equality. BME individuals in the UK are both less likely to participate in and then less likely to progress through the workplace, when compared with While UK legislation – covering age, disability, race, religion, … 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. The value and advantages that a diverse workforce represents cannot be realised and sustained in the absence of an inclusive culture. London: Equality and Diversity Forum. 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. CIPD members can use our online journals to find articles from over 300 journal titles relevant to HR. Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Diversity & Inclusion is wider than the workplace. 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. 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. FARAGHER, J. 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. This can be described as the right to be treated fairly and the UK law, principally in the Equality Act 2010, sets minimum standards. Sign up now. BUSINESS DISABILITY FORUM. A fuzzy set analysis of executives’ individual and organizational characteristics. We know there are multiple things great companies do well, but one thing that’s true for high-performing companies is better diversity. 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. If your company isn't open to diversity, any … London: ACAS. Prioritise collecting and using good quality people data to identify barriers and solutions. To be competitive, organisations need everyone who works for them to make their best contribution. Which insights create a stronger business case for D&I. Prioritise and align your D&I measurements to your business priorities. In our latest Equality, Inclusion and Diversity Report, we explore whether flexible working can help create more diverse workforces and more inclusive workplaces. 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. For Diversity In The Workplace, Measurement Matters. 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. (2018) Diversity and authenticity. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. A mapping review was selected as the most appropriate approach for a wide-ranging consideration of diversity and inclusion across the health research system. © Copyright Chartered Institute of Personnel and Development 2021, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. Jon Whiteley explains . Add up how many of each work group you have. Keep up-to-date with the law and review policies through checks, audits and consultation. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. Sexual identity guidance and project. This can include diversity in regard to gender, experience, socio-economic levels, race, religion, sexual orientation, and so on. Among employers, it’s used to describe alternative thinking styles including dyslexia, autism and ADHD. The first step for an inclusive company culture is to measure D&I. This open line of communication will mean that they continue to champion the programmes needed to deliver ongoing progress and change. 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. Include diversity and inclusion objectives in job descriptions and appraisals, and recognise and reward achievement. Coding for 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. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible. Reflect on inclusion practice in your organisation with our inclusion health checker tool. Hays has offices across the whole of the UK. and ROTHBARD, N.P. 06/26/2018 10:00 am ET Updated Oct 25, 2018 By Lorna Donatone, CEO for geographic regions, Sodexo. 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. Measuring What Matters in Gender Diversity Building Customized Scorecards. 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 good start is to have a workplace policy covering equality, diversity and inclusion. ACAS. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Find out what diversity training is most effective in our. 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. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. 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. This is OK, pace yourself. 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. For example, ‘neurodiversity’ is a growing area of workplace inclusion. 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. What do you want to achieve with your D&I initiatives? Divide each number by the total number of employees and multiply the number by 100. 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. Melanie joined the CIPD in 2017, specialising in learning & development and skills research. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. 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… Flexible working and job design are also important components of diversity strategies and part of attracting and retaining a wide pool of talented people. Regulatory duties. For example, the gap between female and male employment rates in the UK is the lowest since it was first recorded in 1971,1 meaning the UK workforce is more gender-diverse than ever. 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. The McGregor-Smith Review suggests that utilising the full potential of black and minority ethnic (BME) individuals can contribute £24 billion to the UK … A guide for the collection and classification of ethnic group, national identity and religion data in the UK. 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. Workplace diversity leads to better hiring results. The concept of ‘intersectionality’ - that we all have multiple, overlapping identities that impact on our experience - takes into account this principle. 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. 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 might also be called an ‘equal opportunities policy’. Result in failure to recognise skills-based abilities, potential and experience. There are a number of direct and indirect metrics which when captured and then analysed through a D&I lens, can help evidence this. 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… It refers to the natural range of differences in human brain function. 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. People have different personal needs, values and beliefs. Harvard Business Review. What data points (quantitative and qualitative) will support the above? measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. 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. 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. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. It’s also vital for the sustainability of businesses and economies. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. © 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. So organisations must ensure their people management approaches do not put any group at a disadvantage. BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. Develop a diversity strategy to support the achievement of business goals, including ways of addressing the diverse needs of customers. How does inclusion fit into the new Profession Map? Your company's diversity readiness is its ability to adapt to a more diverse workforce. (2015) Square holes for square pegs: current practice in employment and autism. Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices.