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Discussions on diversity are often limited to race and
gender. This
uninformed view may limit the scope of a company’s diversity
policies so it is important to understand more about what is
meant by encouraging and managing diversity in the workplace.
The Chartered Institute of Personnel and Development (CIPD)
gave the following description of managing diversity:
"Managing
diversity is based on the concept that people should be valued
as individuals for reasons related to business interests, as
well as for moral and social reasons. It recognises that
people from different backgrounds can bring fresh ideas and
perceptions which can make the way work is done more efficient
and products and services better.”
In other words, age, different experiences, varied levels of
academic achievement, values and lifestyles bring different
ways of thinking and, therefore, different ways of looking at
the same issues or requirements.
This, in turn, provides a variety of approaches to
understanding customer needs, marketing, problem solving,
and management.
Diversity Facts and Figures (
UK
)
·
Of the one-fifth of the population of working age
who have disabilities, only 11% are employed.
Source:
Office of National Statistics, 2001
·
A survey of 99 organisations with a total workforce
of almost 3 million people found that only 44 ethnic minority
individuals currently hold posts at the most senior level.
Source:
Race: Creating Business Value, Business in the Community/Race
for
Opportunity
, 2002
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·
A survey of 600 heterosexual managers found that 1
in 3 would be less likely to hire a gay or lesbian job
applicant.
Source:
Social and Community Planning Research, May 1998
·
Currently, just under 6 million people aged between
50 and state pension age are in employment - an employment
rate of 68%.
Source:
Age Positive
High-level Monitoring Checklist
It is important that companies review their recruitment
processes to ensure they are not unintentionally
discriminatory.
Here are some recruiting tips:
-
Advertise vacancies not only in the mainstream
newspapers and magazines but in a variety of media so that
you reach potential applicants from a wider area of
society.
-
Place as much emphasis on relevant experience as on
academic qualifications.
-
Have standard interview processes and selection
criteria.
-
Seek advice from specialist agencies or relevant
associations.
The next issue of Commentary
will look again at diversity, specifically in the British
workforce. If you
would like further guidance or have any enquiries in the
meantime, do contact Amos Butler on 0845 125 9612 or e-mail info@amosbutler.com
for an initial discussion with one of our advisors.
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