Diversity means business
Creating a diverse workforce that is fair for everyone is a challenge faced by all organisations. It’s an even bigger challenge for some industries that are traditionally dominated by white males, such as engineering and surveying.
Lack of diversity, whatever form it takes, can lead to a shortage of skills in any industry.
However, plugging a skills gap is just one way that diversity is good for business. A diverse workforce means you get a much wider range of skills in the business as well as a good mix of attitudes and approaches.
With a diverse workforce you can attract customers from different communities, provide a more tailored service and more readily recognise new markets.
But what exactly do equality and diversity mean, and how do we embed them into our organisations?
Diversity and equality go hand in hand
First of all diversity and equality are not interchangeable; they support each other.
Equality is about treating other people fairly and with respect. It is, of course, supported by legislation that makes it illegal to discriminate, victimise or harass someone because of a real or believed difference.
When we think of diversity, issues such as ethnicity, gender, age, religion, disability and sexual orientation come to mind. However diversity encompasses a much wider range of characteristics and experiences.
When I’m training, I use a diagram called the Iceberg of Differences to illustrate diversity. It goes far beyond visible differences such as ethnicity, gender, age and physical ability. Just below the surface are nationality, language and religion. Deeper still are life experiences, education, beliefs, sexual orientation, and so on.
Embracing these differences is a much more holistic approach to business.
Policies are essential
A diverse workforce will bring tensions. However, problems are less likely if you actively combat discrimination. That means having policies in place and it would be foolish not to.
If an employee brings a case against you, the burden of proof is on you to show you acted in a non-discriminatory way. Compensation in discrimination cases is unlimited: I’ve heard of payments approaching £200,000 in recent years.
You’ll be in a much stronger position if you actively make employees diversity aware. Make sure your policy is in the staff handbook and consider providing diversity training for all employees. You could also make your policy part of your corporate values.
It comes down to good people management, regardless of the ethnic, gender or physical ability mix of your workforce. If you can prove you are treating people fairly, and the processes are the same for everyone, there shouldn’t be a problem.
Going beyond policies
Some organisations go even further to embed diversity and equality into their cultures.
One of my clients is a talent manager with a male dominated company. She’s set up a women’s network to support and develop female employees.
Another company I know holds an annual Diversity Month organised by a different team of employees every year. It’s a great way to create better understanding.
Diversity and equality is a complex subject, and I’ve only skimmed the surface. Ultimately, it is about instilling values you would expect in any good organisation and creating a culture where people feel able to challenge inappropriate behaviour and decisions.
Here are some actions you can take to develop and encourage diversity in your organisation:
- Diversity monitoring is an easy way to assess your current diversity levels. Every time you recruit, look at the mix of applicants. How many are female, or from ethnic backgrounds, or have disabilities? Monitor this through the interview stages and into appointment.
- When recruiting, advertise in places that will attract a good mix of applicants: think laterally!
- At interview selection consider separating personal details such as age, gender and nationality, from background and experience information. This ensures everyone is judged equally on experience.
- Develop a clear diversity and equality policy. Incorporate it into the staff handbook in clear, unambiguous language. Make diversity and equality part of your corporate values.
- Raise awareness in your organisation for example, run diversity workshops for all employees. Perhaps invite staff to share their experiences.
Alyson Pellowe is founder and managing director of People Vision Ltd, a leading provider of cross-industry human resources management and development expertise.
