23 DIVERSITY, INCLUSION AND EQUALITY


Furthermore, behind their thinking was the importance of influencing as opposed to statutory compliance. “Laws and regulations are not enough to change attitudes. We’ve had equal opportunities legislation for decades and it hasn’t eradicated prejudice, we’re still talking about racism and the gender pay gap. This PAS is about hearts and minds. You adopt a code of practice because you want to do something and see the value in it, not because you need to meet regulatory tick-boxes. “We want this to be is a standard that


any organization, anywhere in the world, in any sector or discipline can pick up, assess where they stand on diversity, inclusion and equality and then map out where they want to be using just the standard and the tools included in it, without having to spend money on external consultants and advisors. It will be a relatively simple way for leaders and decision-makers to start to make real change in your organization if you follow the guidance.”


It is also important that this PAS shows


organizations how to measure success. “Measurement is a key part of implementing a framework. If you can’t measure the difference you’re making to your organization, how do you know if it’s a success?” While Christina and the panel believe advancing diversity, inclusion and equality in the workplace may be the right thing to do, they also understand that many commercial organizations will only pursue it with enthusiasm if there is a commercial imperative. “We firmly believe that having a diverse workforce is the commercially sensible thing


“This PAS is about hearts and minds. You adopt a code of practice because you want to do something and see the value in it, not because you need to meet regulatory tick- boxes”


to do. Studies have shown again and again that a diverse workplace has a positive impact on the bottom line. This is a real issue for emerging technology such as A.I. and products which are designed with a diverse customer or user base in mind; it will be a better product and apply to a wider range


of users if a diverse range of influences have gone into creating it.” The PAS is expected to be out for public consultation in late March/early April. “We want it to be free to download and become the most downloaded standard ever – it’s a big ambition,” said Christina.


THE MARCH OF THE CHANGE- MAKERS


In predicting what our workplaces will be like in the future, many commentators have identified a generational shift which employers need to be aware of and respond to. Christina Thakor Rankin agrees;


Christina Thakor-Rankin


“We are about to hit a fundamental structural change as workplaces are dominated by millennials, and now Generation Z, coming into the workplace,” said Christina. “They will be the biggest generational group on the planet earth ever and will make up 75% of the workforce by 2030. “Employers need to realize that their future employees are coming along with a fundamentally different attitude and that what were once aspirations are now expectations. They won’t put up with the injustices that other generations have.” According to Christina, this is going to have a huge impact on workplace and consumer decision- making that people in positions of leadership need to acknowledge. “The global reputation of a brand that doesn’t behave in a fair and equitable way can be ruined in minutes through social media.”


CONTENTS


CONTACT THE TEAM


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