Organizations still not capitalising on workplace diversity

Citation

(2007), "Organizations still not capitalising on workplace diversity", Women in Management Review, Vol. 22 No. 8. https://doi.org/10.1108/wimr.2007.05322hab.006

Organizations still not capitalising on workplace diversity

Organizations still not capitalising on workplace diversity

New guidelines call on all UK organizations to have formal diversity policies in place

Responding to figures showing an increase in diversity-related employment tribunals[1], the Chartered Management Institute has today published guidelines to help organizations and mangers embrace diversity in the workplace.

The figures show that in 2006 claims of sexual discrimination rose by 2,524-14,250 and racial discrimination cases increased by 786-4,103. They also reveal that only 86,083 of the 115,039 claims made were disposed of, leaving 28,956 claims unresolved.

The guidelines, called “Embracing Diversity” call on all UK organizations 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 organizations advice on how to develop an effective workplace policy. Areas to consider include:

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  ensuring top level support within the organization;

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  establishing the current levels of diversity management;

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  identifying areas where change and support is needed;

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  compiling a diversity action plan; and

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  monitoring and reviewing the plan and gathering evidence for improvement.

The guide also recognizes 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” she continues.

For more information on the institute's “Embracing Diversity” Guidelines, please visit: www.managers.org.uk/bestpracticeguides

Note1.Taken from the Employment Tribunal Service, Annual Reports and Accounts 2005-2006.