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Freda, an independent diversity and inclusion consultant, added: “Refreshing your approach towards diversity is key. Diversity needs to be repositioned as a solution to business problems and not a burden. Every company needs to develop its own internal business case for greater employee diversity rather than relying on generic arguments which have little business relevance. Taking a strategic approach to diversity will enable employers to avoid the resistance that often surrounds quick win tactics and will overcome initiative fatigue. “Communications professionals can play a significant role here in supporting HR, diversity and senior colleagues. Corporate values need to be reviewed and the language of diversity revisited. Equal opportunities and diversity are both phrases that now sadly seem to meet resistance. Inclusion is not only the new buzzword it really does reflect the right approach. Every employee matters.” Freda said that while many employers are having to make staff redundant or have to operate a recruitment freeze, it is vital that the business effectively communicates with remaining employees to ensure they are fully motivated and engaged. The employer brand needs strengthening and that requires well thought through internal and external messages underpinned by a genuine commitment to be more inclusive and encourage greater diversity. She said changes to the rules on flexible working have been cited as an added burden for employers. However, many smart companies have seen the extension of the right to request flexible working as a chance to extend flexible working opportunities to all staff. Flexible working is not just about part-time working for women. There is increasing evidence from Working Families and others that workers of all ages and at all levels – both men and women – are taking advantage of the flexibility that new technologies have enabled. Business has a lot to gain from becoming more flexible and greater flexibility supports greater diversity. Freda said: “Now is not the time to get careless in how employees are treated. Managers may be under pressure to deliver to tough targets with fewer staff. Teams may have to deliver to tighter deadlines. “These difficult circumstances should never be used as an excuse for inappropriate or discriminatory behaviour. Bullying and harassment is unlawful and bias and prejudice could cost the business their reputation and have a negative impact on their bottom line. “Recently the Government introduced new equality legislation. While some details are not finalised, is clear that the new laws will have a considerable impact on UK employers. In some ways life will become simpler – as much of 30+ years of discrimination legislation will be harmonised. In other ways the legislation will put greater demands on employers particularly in relation to equal pay. What many companies may have failed to grasp is that these new laws will also impact on the public sector procurement process. “Government is looking to see employers behaving much more transparently. Diversity quotas or mandatory reporting requirements could mean that any business which fails to monitor the diversity of their employees could lose out in competitive tendering for public contracts,” she concluded. Freda Line is an independent diversity and inclusion consultant who has worked with organisations on diversity issues such as aligning corporate thinking on employer branding, engagement and diversity with business strategy to develop a coherent approach.
For further information and advice on how your business can benefit from greater diversity visit www.fredalineconsult.co.uk |
“It
may be counterintuitive, but the economic downturn really does
provide UK employers with opportunities to gain the business benefits
of diversity. Not only can good practice actually support cost
savings, it can potentially increase profitability. Employers need to
grasp every opportunity to ensure that they are ready for the
economic upturn and able to gain competitive advantage,” said Freda
Line in her session on CSR and Diversity.
