2016 - Diversity

How diverse is your workforce?

With the potential changes that Brexit may or may not bring, it’s important to make sure that you are confident you can manage any changes needed to your workforce so that it continues to be fit for purpose.  In considering this, you should look at the diversity of your workforce.

Diversity is about celebrating and valuing how different we all are. This is strongly linked with promoting human rights and freedoms, based on principles such as dignity and respect. Diversity is about recognising, valuing and taking account of people’s different backgrounds, knowledge, skills, and experiences, and encouraging and using those differences to create a productive, flexible and effective workforce.

Data

Look at any data that you already have that shows the make-up of your company. Diversity data can come in many different shapes and sizes, from recruitment details to employee surveys.

Do you employ far more men, or women? Is there a broad range of ages and ethnicities?  Of course, you might not be able to easily influence some of this – for example, where your team reflects the local population – but you should at least consider whether it’s possible to change the mix next time an opportunity to do so arises.

This should provide a broad view as to whether the company’s make-up reflects the company’s clients, and if there are any key skills, experience or knowledge missing.

Equality of opportunity

It’s important to ensure everybody has an equal chance to take up opportunities and make full use of those on offer to fulfil their potential.

Areas of particular focus should be where women still earn less than men doing the same or a similar job, and people from different minority ethnic groups are doing less well in the jobs they do than people from other groups, perhaps where there has been an unnecessary emphasis on educational qualifications. Part-time, temporary and shift workers often do not have access to training or opportunities to progress at work, and it’s important to consider how you may be able to help them get round this and fulfil their potential to the benefit of your company.

Are you inclined to promote men rather than women, or people of a particular background, simply because you always have? Have certain groups failed to take up certain policies (e.g. Maternity Leave, Parental Leave) or working practices (e.g. shifts, part-time working)?

And what about your recruitment practices? When individuals from different ethnic or cultural backgrounds come for interview, their own expectations and perceptions, as well as the company’s approach, may have an adverse impact on any outcome. If you really want to change things, running recruitment programmes that cater to the diverse range of needs of potential employees outside of your normal hiring process can have a big impact.

Conclusion

All employers need to consider equality and diversity amongst their workforce and ensure the balance is right. It’s seldom as simple as treating everyone the same and providing them with the same opportunity. Different people will have different barriers and in some cases multiple barriers, so you may need to treat them differently in order to ensure equality for all.

As the BBC found out recently, there may be unintended consequences, both politically and culturally, for contemplating direct steps for tackling diversity, but no-one can afford to bury their head in the sand. Companies need to start with what they can change and then keep going from there.

It does get easier, and it will bear fruit even in these strange post-Brexit times. Just set a starting point and evolve with the changing world around you.

Su Allen HR helps employers by providing a range of HR support that includes advice on how to handle difficult situations, writing clear policies which ensure fairness and consistency in all aspects of managing employees, and providing coaching and training where required. Contact us on 01582 883299 if you’d like to hear more.

Helen Skepper

Su Allen HR