DIVERSITY & INCLUSION
FOCUS FEATURE In the current business climate, there is a duty on all
employers to give their staff the opportunity to develop their skills and talents and work in a safe, supportive and inclusive environment that is free from discrimination or harassment. Providing fair rewards and recognition in return for a job
well done, and support and encouragement for those who are struggling, are also hallmarks of an inclusive and productive workforce. To achieve this, organisations must ensure their approach
to people management does not put any group at a disadvantage. When a business not only embraces, but values diversity
within its workforce, everyone benefits. The employer becomes enriched by the diversity of
thoughts, ideas and ways of working that people from different backgrounds, experiences and identities bring. This, in turn, helps people grow, learn and reach their full
‘At its core, diversity and inclusion is all about creating the opportunity for all employees to thrive, succeed and reach their full potential, regardless of their age, race, gender, religion, sexual orientation or socio-economic background’
Businesses and organisations know their own markets,
sectors, customers and staff best, and should build an equality and diversity strategy with that in mind. However, that doesn’t mean that they can ignore equality
and diversity if they think they are not in their business interests, as employers must still comply with the law. According to ACAS, the UK’s advisory, conciliation and
arbitration service, encouraging greater awareness and understanding of the issues surrounding diversity and inclusion, alongside tackling discrimination, can help to reduce the chance of complaints, disciplinary action or an employment tribunal claim - and avoid the costs and disruption to your business. ACAS says that employees who are being discriminated
against are likely to be unhappy, less productive and de- motivated, which can have a negative impact on the whole workforce. If staff who have been discriminated against feel undervalued and leave, this can also lead to additional costs in recruiting, training and settling in new staff, while the firm’s reputation as both a business and employer may be damaged.
PEOPLE MATTER Whether you’re seeking to ensure your business complies with the myriad legal complexities surrounding diversity and equality, or see the strategic benefits of having employees from a broad range of backgrounds, when it comes to managing diversity it’s your people that matter.
potential, which leads to better functioning teams, increased collaboration and engagement and improved staff morale, all of which has a positive impact on the service offered to customers. Businesses also benefit from the enhanced reputation that being a diverse and inclusive employer can bring.
CREATING OPPORTUNITIES FOR ALL At its core, diversity and inclusion is all about creating the opportunity for all employees to thrive, succeed and reach their full potential, regardless of their age, race, gender, religion, sexual orientation or socio-economic background. Although the UK has made significant progress on this
front in recent years, there is still more to be done. Research has found that, on average, of black, Asian and
minority ethnic (BAME) staff earn less than white counterparts in the workplace and are less likely to be in senior positions even though they are more likely to hold higher academic qualifications. In 2017, the McGregor-Smith Review concluded that the
UK economy could benefit from a £24bn-a-year boost if BAME people had the same opportunities in the workplace. A lack of networks, mentors and role models was
identified as one of the barriers to progression. In order to combat this in the East Midlands, Chamber
patron De Montfort University earlier this year launched a £230,000, three-year programme to increase diversity among the region’s business leaders.
business network September 2019
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