INCLUSION & DIVERSITY
“BUSINESSES MUST BE PART OF THE CHANGE WE ALL NEED, TO STEP UP AND STAMP OUT
PREJUDICE.” PETER CHEESE, CIPD’S CHIEF EXECUTIVE
turning point, we need to begin embedding inclusion into all of what we do – from our policies and procedures, to how we use data, to our everyday behaviours. If HR ‘own’ this then as a profession it needs to become more diverse. It needs to build its confidence and sit at the top table, including D&I as a source of strategic contribution rather than a mindset of it being an additional burden. It needs to partner with data experts to monitor the progress of inclusion and belonging as well as representation. It needs to influence governance generally and embed D&I in leadership development, system reviews and pay audits. Now is the time.”
SUPPORTING ORGANISATIONS TO ADDRESS ISSUES OF RACIAL EQUALITY AND FAIRNESS The CIPD is determined to do more to support organisations put policies in place to help address issues of racial equality and fairness in the workplace. Peter Cheese, CIPD’s chief executive, calls on business to root out prejudice within their organisations. “Racism has no place in our society.
Businesses must be part of the change we all need, to step up and stamp out prejudice, and to build diverse and supportive cultures of respect and fairness for all. It is important now that leaders across all organisations make time to address current events with their people.” The CIPD outlines four key principles
employers can adopt:
• Clarify the organisation’s stance and values
• Communicate your messages
consistently and ensure that communication is two-way
• Connect your people by talking openly, creating an environment of respect and safety, and to share experiences and learn from each other
• Commit to sustained action, visible leadership and a willingness to change.
“One of the CIPD key focuses in
championing better work and working lives is ensuring diversity and inclusion remains top of all organisations’ agendas, and at this time we know our members and the people profession will continue to need our support,” said Peter Cheese. “That’s why we’re reaching out and asking what you need from us so we can tailor our advice and practical guidance. “We need to make a real difference and
do more to push harder in creating fair and inclusive organisations and societies – it is at the heart of responsible business. The people profession has a big role to play and we at the CIPD will step up to help us move beyond debate into real action.”
GLOBAL MOBILITY AND INTERNATIONAL MANAGERS’ ROLE The implications of the George Floyd murder are being felt around the world, with racial tensions at a high and peaceful protests disintegrating into violence adding to concerns about the spread of the coronavirus as social distancing disintegrates. For many countries the impending pressures of unemployment, economic uncertainty and political upheaval will inevitably boil over. But now is the time for global mobility
professionals and all those working in the sector to seize the moment and show the way and help build more inclusive workplaces. They have expertise and innate cross-cultural awareness, as well as experience of work across borders internationally and responding on a daily basis to emergencies in different parts of the world – be it health, compliance, political upheaval, natural disasters or terrorist or cyber attacks. For many working in the sector this is
the stuff of life: the risk analysis you make nearly every day to support the wellbeing of your employees and your organisation. As countries rebuild their economies now is the time to lead by example and share your knowledge, your professional expertise and your capabilities to help find solutions.
For more on inclusion and diversity see
relocateglobal.com You can download Factsheet resources on from our Global Mobility toolkit. Join our Think Women and Think Diversity and Inclusion communities to discuss, learn and share see
thinkglobalpeople.com for further details.
18 | RELOCATE | SUMMER 2020
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