would be offering confidence building courses to women seeking to enter management. By
contrast, positive
discrimination refers to action that favours someone holding a protected characteristic by treating them differently in a positive way (discriminating in their favour). An example would be if a woman does not hold the skills required but is given a leadership role to improve diversity statistics (increasing the percentage of women in leadership).
DIVERSITY & INCLUSION This brings us on to consider diversity and inclusion and actions to promote an equal share agenda. Diversity concerns celebrating difference. A diverse workforce
“ ORGANISATIONS NEED ROBUST ENGAGEMENT AND VOICE PROCESSES FOR INCLUSION TO TAKE PLACE AND EFFORTS TO WIDEN DIVERSITY TO BECOME MEANINGFUL.”
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brings a range of skills and talents to an organisation. The business case for diversity is well known. Diverse workers bring new ideas, reflect diverse customer profiles, and are known to help improve financial performance. However, pursuing diversity means embracing a wide range of individuals with differing characteristics and this can result in conflict. If such conflict is constructive it can have positive outcomes but manging such conflict can be time consuming and difficult. The argument though is that the longer term outcome is better for business. One of the problems though is
that the business case for diversity can prove to be fickle. In tight labour markets, employers can clearly see the need to draw from a wider and more diverse talent pool. When the labour market is plentiful, it becomes easier to fall back on traditional profiles and remove support measures that enable and encourage minorities. So, for example, in tight labour markets employers might fund workplace nurseries or childcare provision to encourage women (who typically carry out the majority of childcare) to work. If the labour market is
plentiful, such schemes might be closed down due to their cost. A further issue to consider is
that diversity can end up becoming a numbers game. Organisations record their diversity profiles and this can look very good on paper. However, if the various minorities do not get equal access to – and an equal share of – the better career opportunities, but remain in the lower end of the hierarchy, then only lip service is paid to equity. Inclusion is needed for diversity
actions to be effective. By this we mean that minorities are included within the group or organisational structure. In essence, they have voice. They are listened to and any barriers they may face are identified and addressed. Unless someone has experienced disadvantage, prejudice and/or discrimination, they cannot truly understand what the barriers to progression are. Organisations therefore need robust engagement and voice processes for inclusion to take place and efforts to widen diversity to become meaningful.
INTERSECTIONALITY This leads us to consider the role of intersectionality in EDI strategies. Intersectionality refers to each
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