Everyone stands to benefit when we embrace and value the diversity of thoughts, ideas and ways of working that people from different backgrounds, experiences and identities bring to an organisation.
It looks at the rationale for action, and outline the steps organisations can take to implement and manage a successful diversity and inclusion strategy, from communication and training to addressing workplace behaviour and evaluating progress.
To be competitive, organisations need everyone who works for them to make their best contribution and be valued. An inclusive working environment is one in which everyone feels valued, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances.
Everyone should have the right to be free of any direct or indirect discrimination and harassment or bullying. Corporate reputation Businesses need to consider corporate responsibility CR in the context of diversity as social exclusion and low economic activity rates can limit business markets and their growth.
It also finds the evidence base on diversity is complex, with context playing a significant role. Launching of the Multi-Faith network group in May Log in to view more Log in to view more of this content.
See more on HR and standards. This can be described as the right to be treated fairly and the UK law, principally in the Equality Actsets minimum standards.
CIPD viewpoint The moral case for building fairer and more inclusive labour markets and workplaces is indisputable: HR professionals should also take into account the potential positive outcomes of diversity for individuals such as impact on well-being.
We have five staff network groups which operate by committee structure. A member of the CR team sits on each committee alongside formalised roles including two co-chairs and a senior champion.
Considering diversity and inclusion in its broadest sense helps organisations to develop an open and inclusive working culture. Even though people have many things in common, they are also different in a variety of ways. Talent Research on the psychological contract shows that people want to work for employers with good employment practices.
Good people management practice demands that people propositions are both consistently fair but also flexible and inclusive in ways that are designed to support both individual and business needs.
Diversity and inclusion are good for people and good for business Our research Diversity and inclusion at work: In other words, organisational contexts must support diverse teams for good outcomes.
They also want to feel valued at work. However people need to feel they have a voice in the organisation if the benefits of different perspectives are to be realised. However, our diversity and inclusion commitment goes beyond meeting our statutory obligations, so we have also included details of our wider programme.
Developing an inclusive procurement approach to ensure our suppliers understand our commitments around diversity and inclusion and can operate at the same level. An inclusive workplace enables a diverse range of people to work together effectively. These allow us to: Whilst not legally binding documents, the codes give important guidance on good practice and failure to follow them may be taken into account by tribunals or courts.
Regardless of our identity or background, we all deserve the opportunity to develop our skills and talents to our full potential, work in a safe, supportive and inclusive environment, be fairly rewarded and recognised for our work and have a meaningful voice on matters that affect us.
Key highlights over the past year Reaching 40 in Stonewall Workplace Equality Index topa significant improvement from our position of 82 last year. Any business case for diversity must take these human outcomes into consideration and balance them with business outcomes.
This includes refreshing our policies to ensure all our language is inclusive. People have different personal needs, values and beliefs. How we operate internally Overall accountability for our diversity and inclusion agenda is held with our Executive Diversity Committee EDC which is a sub-committee of our Executive Committee.
While UK legislation — covering age, disability, race, religion, gender and sexual orientation among others — sets minimum standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee well-being and engagement.
See more on avoiding unconscious bias in recruitment in our report A head for hiring. The Equality and Human Rights Commission has published a range of guidance on all aspects of the Equality Actincluding a Code of practice on employment.
What are diversity and inclusion? We also outline our four Equality Objectives and highlight progress made over the past year.CONFIDENTIAL Summary of the University’s Equality and Diversity Statistics V Produced in accordance with the Public Duty Reporting Guidelines.
valuing and respecting the diversity of the Aston Community ; promoting justice, integrity and sustainable growth in society ; providing a safe and healthy environment with a good work-life balance ; For more advice on Equality & Diversity at Aston and the information contained on this page please contact your HR Business Partner.
Inclusion, Equality And Diversity in Learners. Print Reference this. Disclaimer: This work has been submitted by a student. This is not an example of the work written by our professional academic writers. You can view samples of our professional work here. integrity. respect. care. practice. The annual Staff Equality and Diversity Profile Report /16 has been the Student Equality and Diversity Profile Report / This report comprises an analysis of all of the University’s substantive staff The following summary outlines the headline staff equality information as it applies to the workforce profile.
Equality and diversity is placed at the heart of what we do and we work actively towards eliminating discrimination, harassment and bullying because of race, ethnic origin, disability, religion or belief, gender, sexual orientation, age, gender reassignment, marriage and civil partnership, pregnancy and maternity or any other grounds.
The CIPD is a member of Stonewall’s Global Diversity Champions programme, working together to ensure that we are an LGBT+ inclusive employer and membership organisation across our UK and International communities.Download