HR OLYMPICS SPECIAL HRs are watching with interest. “This is such a globally-


Diversity in Numbers – Minority groups remain under-represented in the UK workplace


lower than that of the population as a whole (Office for National Statistics/ONS)


61% 50%


Disabled people’s employment rate, compared with more than 75% for the


overall working population (ONS) 1.7 million


Estimated number of lesbian, gay and bisexual (LGB) employees in UK (based on Government actuarial estimates that about 6% of the population is LGB). Some 600 employers, responsible between them for five million employees, are members of Stonewall’s ‘Diversity Champions’ best-practice scheme


LOCOG wants to recruit a most diverse workforce – from


age, race, disability, sexuality, gender, to gender identity and belief – and, from the start, diversity and inclusion have been woven into everything the organisation does. “We knew we had a huge opportunity to set an example and help inspire other organisations to make diversity and inclusion a key part of their business,” says Tomlin. Diversity is desirable for commercial as well as ethical


reasons. People who feel comfortable in their workplaces are more productive, and diversity can drive innovation, says Laura Doughty, deputy chief executive at lesbian, gay and bisexual (LGB) campaigning charity, Stonewall. “LOCOG is a member of Stonewall’s Diversity Champions programme, which helps employers make sure they adopt equality and diversity policies that support their lesbian, gay and bisexual staff,” she says. “So LOCOG’s commitment to ‘diversity champions’ means LGB people can play an important part in helping London stage the Games,” says Doughty. LOCOG is orchestrating its recruitment drive in line with


its vision to make the event ‘everyone’s Games’. Special out- reach programmes – Attitude over Age, Access Now and Action on Inclusion – form the basis for ensuring minority groups are encouraged to apply for jobs at all levels. LOCOG also runs a recruitment leader programme, using recruiters from a number of ethnic minority backgrounds, as well as talent pools for disabled and BAME applicants.


hrmagazine.co.uk


Ethnic minorities’ employment rate in the UK labour market, some 13%


scrutinised event the organisers simply have to get it right,” says Sarah Churchman, head of diversity, inclusion and employee wellbeing at PwC. “Accusations will certainly fly if they don’t.” The bid for the games was based on a strong commitment


to improving social mobility and leaving a legacy of social and environmental improvement, notes Churchman. “So now the stakes are exceedingly high for London 2012 to deliver fantastic improvements and, in particular, show the world that diversity-focused recruitment can change lives.” So can this be achieved? The key to recruiting to reflect the


diverse population of London is to take a practical approach and track progress every step of the way, says Steve Girdler, director of London 2012 partnership at Adecco, the main recruitment provider to LOCOG. “Working on this massive project – the biggest labour mobilisation since the second World War – is of necessity incredibly focused, because we have a clear deadline, 27 July 2012, by which time we must have the right workforce in place,” Girdler says. “Adecco’s responsibility has been to provide practicable, measurable tools to ensure the attraction and recruitment methods deployed are delivering the right results.” As well as developing the recruitment website www.jobs-


forthegames.co.uk and working to reach out to local com- munities, Adecco has designed systems that measure progress of recruitment across the six streams of diversity, and monitors progress on a monthly basis. Monitoring means, where problems are spotted, Adecco and partners can intervene. “Some 18 months ago, we were attracting good numbers from ethnic backgrounds, but many were dropping off before the hiring stage,” says Girdler. “This led to us developing a talent pool, giving people who were will- ing to reveal their ethnicity the chance to be considered for other jobs. We don’t want people to feel rejected in one role, when they could be suitable for something else within the organisation.” He thinks the talent pool idea, and the focus on close monitoring of diversity numbers, will be ideas other employers could adopt and benefit from in the future. “Making clear you are an inclusive employer, and want to


encourage people to come and work for you, is incredibly powerful,” says Girdler. “With LOCOG policy to guarantee interviews to disabled people with the right qualifications, we are putting out that positive message. The scheme shows we’re serious about diversity, and because of that we’ve had a really encouraging response from disabled people. We’ve had cases where, out of 30 people shortlisted for a job, a quarter have a disability. They have the talent we want, so it is right for them to feel confident enough to apply.” Offering training will also leave people who have worked


through London 2012 the skills for long-term job prospects. Sharon Glancy, director of the People 1st training company, hopes the games will provide strong opportunities for a more diverse range of individuals, “particularly the young, those looking to return to work having had a career break, and the long-term unemployed, for example”. She adds: “This is pertinent to the hospitality, passenger transport, travel and tourism industry, which needs to fill up to 133,000


HR March 2012 23


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