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Organisations still not capitalising on workplace diversity

By TJ (25-07-2007)
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Learning and Development News - Organisations still not capitalising on workplace diversity

Employment Tribunal Service, Annual Reports and Accounts 2005-2006 figures show that last year claims of sexual discrimination rose by 2,524 to 14,250 and racial discrimination cases increased by 786 to 4,103.  They also reveal that only 86,083 of the 115,039 claims made were disposed of, leaving 28,956 claims unresolved.

In response the Chartered Management Institute has today published guidelines to help organisations and mangers embrace diversity in the workplace.   The guidelines, called ‘Embracing Diversity’, call on all UK organisations to have formal diversity policies in place.  They also highlight the positive impact of a diverse workforce on performance and productivity, as companies have access to a wider talent pool and more varied skills base.    

To capitalise on the benefits diversity can bring, the guide offers organisations advice on how to develop an effective workplace policy.  Areas to consider include:

•       ensuring top level support within the organisation
•       establishing the current levels of diversity management
•       identifying areas where change and support is needed
•       compiling a diversity action plan
•       monitoring and reviewing the plan and gathering evidence for improvement

The guide also recognises the potential barriers to diversity in the workplace and offers ways of tackling internal resistance.  Recommendations ranged from integrating diversity into training and development programmes to creating forums where diversity issues can be discussed by employees.

“Clearly, discrimination on the basis of difference is unacceptable at any level,” says Jo Causon, director of marketing and corporate affairs, Chartered Management Institute.  “But in many cases, resistance to change is due to a lack of understanding of the benefits it can bring.

“Organisations should ensure that diversity policies are clear and well communicated to their staff, or risk losing out on the performance gains it can generate.”

For more information on the Institute’s ‘Embracing Diversity’ Guidelines, please visit: www.managers.org.uk/bestpracticeguides

 

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