Monitoring community background and sex. In short, measuring inclusion is vital. She specialises in diversity and inclusion, employee well-being, people management in SMEs and future HR trends. 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. (2018) Prevent discrimination: support equality. PHILLIPS, K.W., DUMAS, T.L. 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. BASKA, M. (2019) Businesses ‘feel free to discriminate’ because equality law is not being enforced. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. 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. 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. 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. 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. Top tips for measurement and reporting: 1. Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. Most adjustments are simple and low-cost, but can make a significant difference to an individual’s working life. A guide for the collection and classification of ethnic group, national identity and religion data in the UK. They must also submit that information in a report to the Equality Commission every 12 months. BUSINESS DISABILITY FORUM. Compare these numbers with the national average, provided by the National Association for Colleges and Employers. What will happen to my test results? 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. Explore our stances on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Workplace diversity leads to better hiring results. This might also be called an ‘equal opportunities policy’. Companies have started to recognise the importance of diversity and inclusion, but few have found ways to hold themselves accountable to real change. 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 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. Overcoming prejudice and changing entrenched negative attitudes can be difficult. (2017) Beyond bias. Recognise that a diverse workforce also needs an inclusive environment. Diversity & Inclusion is wider than the workplace. Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. Divide each number by the total number of employees and multiply the number by 100. As well as reporting, for example, on gender representation and ethnicity of employees, aim to quantify levels of inclusion through employee engagement sources such as feedback surveys and 360 reviews. 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. This is OK, pace yourself. Companies have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible. 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. Explore the actions people professionals need to take to build inclusion. Sign up now. Ultimately, action must be underpinned by the principles of equal opportunity, fairness and transparency. Policies and practices and do not put any group at a disadvantage lie taking... Build inclusion different personal needs, values and beliefs identify barriers and solutions their gender diversity and inclusion,... 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