Edinburgh Chamber of Commerce is proud to host Promoting Diversity in the Workplace, a project designed to encourage equality policy integration, highlight business obligations and make organisations aware of the commercial and social benefits associated with good practice in the workplace.
Organisations and individuals are becoming increasingly aware of their rights and responsibilities within the workplace and this project helps to address any issues you may have.
Companies are making steady progress in the implementation of diversity and equality policies. While it is true that the business case for diversity may still be at an early stage of development, and a powerful case for investment in workforce diversity policies may still need strengthening, a recent European Commission report highlighted positive results in some areas and indicated possible ways forward.
Business case for diversity
- There is a considerable level of activity in the promotion and implementation of diversity policies across the business sector and more multi-dimensional diversity and anti-discrimination approaches are emerging, with the majority of good practice companies embracing all six grounds of discrimination.
- Surveyed companies are convinced about the business benefits of diversity. When asked whether diversity initiatives have a positive impact on their business, the vast majority (82%) of the 495 companies that replied agreed that they did.
- Good practice companies are similarly confident of the business outcomes of their diversity policies. They see the benefits of diversity as almost self-evident and are keen to stress their commitment to diversity as a matter of ethics, progressive outlook and good management practice.
- Of the main benefits of diversity that were highlighted by companies, the main one is access to a new labour pool and the likelihood of attracting and retaining high quality employees. It was the single highest scoring benefit among respondents, cited by 42% of companies. Others benefits include good community relations and enhanced corporate image and reputation.
Awareness raising essential
- Half of the companies surveyed have yet to develop diversity policies and practices and point to the lack of information and awareness of diversity issues as their biggest challenge.
- The main source of information on workplace diversity for all respondents is employers' organisations and networks.
- Employers' organisations, therefore, are likely to continue to play a key role in the dissemination of good practice materials and should be encouraged to provide a regular output of relevant information, ensuring that it meets the needs of all companies.
- Small and medium-sized enterprises that often lack the resources of their larger counterparts are a particular focus of attention for awareness raising.
- Given the openness of companies that took the time and effort to participate in this diversity exercise, many others should be willing to share their experiences and expertise to extend good practices more widely, in particular in areas of diversity that are seen to be difficult to address, like religion and belief and sexual orientation.
- The European Year of Equal Opportunities for All provides opportunities to promote the business case for diversity, providing an impetus for further action by employers in combating discrimination and promoting workplace diversity. Edinburgh Chamber of Commerce are involved in number of initiatives as part of this year.
Organisational change and the role of human resources
- According to those surveyed, the single most important area that diversity policies cover is human resources management (recruitment, retention, selection, etc.). Given the problems that many companies will face in attracting and retaining quality new recruits in the future, human resources will no doubt remain a key focus.
- Many good practice companies are developing approaches that encourage business-wide ownership of diversity and performance management. These view Human Resource and diversity specialists as internal experts and consultants, with accountability for equality and diversity delivery resting with managers and leaders. To encourage action, they are increasingly linking diversity competences and performance targets to appraisal and rewards processes for managers.
- Good practice companies have extensive internal culture change programmes for senior leaders and staff to address significant obstacles such as discriminatory attitudes and behaviours. These include awareness raising activities aimed at fostering greater understanding of the benefits and practices of diversity in the workplace and beyond.
Measuring and monitoring need urgent attention
- Nearly 70% of companies that have or are implementing diversity policies do not have systematic measurement or review mechanisms in place for their diversity initiatives. However, many of the good practice companies have a range of monitoring and feedback processes to allow them to take an organisational pulse check on equality and diversity matters.
- While a range of models and frameworks for setting indicators and measuring diversity performance already exists, the challenge is to promote wider application of such tools across businesses that have adopted diversity policies.
Information from EU publication - The Business Case for Diversity, Good Practices in the Workplace ISBN 92-79-00239-2.
For further information or to discuss Equality and Diversity issues in relation to your business please contact Nicolette Glashan on 0131 221 2977 or email nicolette.glashan@edinburghchamber.co.uk
Visit the Promoting Diversity in the Workplace website at www.promoting-diversity.co.uk
