What will happen to my test results? 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. This lockdown, give your staff the support they need, sign up for free staff training from Hays Thrive. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible. Workplace diversity leads to better hiring results. How will you know when you have reached your objectives? 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. What data points (quantitative and qualitative) will support the above? Recognise that a diverse workforce also needs an inclusive environment. 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. 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. This factsheet explores what workplace diversity and inclusion means, and how an effective strategy can support an organisation’s business objectives. 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? 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. 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. Regulatory duties. Listen to our Neurodiversity podcast. Three of the main business benefits of taking diversity and inclusion seriously are talent, market competitiveness, and corporate reputation. The value and advantages that a diverse workforce represents cannot be realised and sustained in the absence of an inclusive culture. Where are your ‘pressure points’ or areas of concern within your organisation? 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. 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. This will give you the percentage of each group. 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. 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. Sign up now. 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. 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. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard. Search. 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. Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work. 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. MCANDREW, F. (2010) Workplace equality: turning policy into practice. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. A focus on workplace diversity and inclusion (D&I) has undoubtedly led to progress in tackling workplace inequality in recent decades. (2015) Square holes for square pegs: current practice in employment and autism. 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. The CIPD is a Disability Confident Leader. Organisations should go beyond minimal compliance with the law, ensuring that everyone is valued and supported as an individual. 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. 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. © Copyright Chartered Institute of Personnel and Development 2021, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. Line managers need to feel confident and capable to manage in a different way, such as managing remote teams, and do so in a way which still embraces difference and promotes a sense of inclusion and belonging as well as supporting employee well-being. Measuring equality Guidance on ethnic group, national identity, religion, and sexual identity; and an overview of our work on gender identity. 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. And considering the health, safety and well-being of employees is essential given the pressures and uncertainty people may be experiencing. After all, it’s not simply having a diverse workforce that gives businesses a competitive edge. 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. Your staff should consist of a variety of different types of people, from different backgrounds and experiences. Describe desirable behaviours to gain positive commitment. Network with others from inside and outside the organisation to keep up-to-date and to share learning. Develop a diversity strategy to support the achievement of business goals, including ways of addressing the diverse needs of customers. Fill in your details here. 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. Jon Whiteley explains . © 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. 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. 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. 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. Measuring What Matters in Gender Diversity Building Customized Scorecards. It is not enough to only recruit women and under-represented ethnicities. 30 July. 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. Divide each number by the total number of employees and multiply the number by 100. 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. Find out what diversity training is most effective in our. They must also submit that information in a report to the Equality Commission every 12 months. People Management (online). Explore the actions people professionals need to take to build inclusion. 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. Visit the CIPD and Kogan Page Bookshop to see all our priced publications currently in print. ACAS. We at Market Inspector firmly believe that diversity in the workplace is of enormous benefit to both corporations and consumers. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. Add up how many of each work group you have. London: Kogan Page. The strategy needs to be supported by organisational values and leader and manager behaviour which reflect the importance of diversity and inclusion. Managing diversity in organizations is one of the defining issues of our time. For Diversity In The Workplace, Measurement Matters. Monitoring community background and sex. Your company's diversity readiness is its ability to adapt to a more diverse workforce. It is a truth universally acknowledged that what gets valued gets measured, and what gets measured gets done. This factsheet was last updated by Dr Jill Miller and Melanie Green. Harvard Business Review. 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. Make clear that everyone has a personal responsibility to uphold the standards. Sexual identity guidance and project. A guide for the collection and classification of ethnic group, national identity and religion data in the UK. Train line managers to help them understand the issues and drive their support for organisational and operational policies and practices. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. To be competitive, organisations need everyone who works for them to make their best contribution. Good people practice decisions benefit workers, wider society and organisations. We’re committed to promoting equality and diversity, both in carrying out our public functions and as an employer. The concept of ‘intersectionality’ - that we all have multiple, overlapping identities that impact on our experience - takes into account this principle. This is what our collective goal should be, and has guided the recommendations I have made in this report. Discrimination and diversity in the workplace often go hand in hand, and in order for business owners to mitigate the risk of running into any potential disputes, a watchful eye is crucial. Jill joined the CIPD in 2008. They also want to feel valued at work. So organisations must ensure their people management approaches do not put any group at a disadvantage. Everyone should have the right to be free of any direct or indirect discrimination and harassment or bullying. Ethnic group, national identity and religion. measure diversity, inclusion, quality and impact in health research, and the relationship between these metrics and wider agendas for diversity and inclusion. The unavailability of useful inclusion measures undermines an organization’s efforts to understand, recognize, and improve the existing culture of the workforce. 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. 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. FARAGHER, J. 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. Reviewed in In a Nutshell, issue 89. Train all employees to understand and engage with inclusion in how they do their jobs and work with colleagues. The Equalities and Human Rights Commission has produced guidance for employers. Have a vacancy? … FROST, S. and KALMAN, D. (2016) Inclusive talent management: how business can thrive in an age of diversity. It’s also vital for the sustainability of businesses and economies. Reflect on inclusion practice in your organisation with our inclusion health checker tool. These form the basis of robust forward tracking to ensure progress is made and embedded. proportionately reflects the diversity of the communities in which they operate, at every level. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. The first step for an inclusive company culture is to measure D&I. 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 will get to the point where, by increasing the diversity of skills and inclusion in the workplace, we will get this correlation with outcomes. While there are some shared best practice concepts, don’t take the shortcut of simply duplicating what other businesses are doing. GOV.UK Ethnicity facts and figures Search. 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. 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. Please contact email@example.com for a link. 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. 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. Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. Actively seek people’s ideas and take action on feedback. 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. We know there are multiple things great companies do well, but one thing that’s true for high-performing companies is better 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. Coding for Find out more about inclusive practice during the pandemic in our CIPD Lab article and our webinar Diversity and inclusion through COVID-19. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. 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. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. For example, staff surveys could ask questions about the team culture and the perception of equality of opportunity. People have different personal needs, values and beliefs. 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. It can also encourage employees to treat others equally. (2017) Beyond bias. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. Although transparency regarding pay is an important first step, it is not enough to give a complete picture of gender diversity within an organization. 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. London: Equality and Diversity Forum. Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs. 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. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. 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