Equality, diversity and inclusion are vital aspects to running a modern business, reflecting as they do the ideal state of our modern, multicultural society. But things are a little different in practice than they are in theory, with inequality still rife in all walks of life.
It is particularly incumbent on businesses to reflect the values of equality, diversity and inclusion, for a number of moral, legal and even economic reasons. But to what extent do we really have a problem with diversity, and how can this be properly addressed by businesses to better promote a harmonious, representative and forward-thinking workplace?
Do We Have a Problem with Diversity?
First, it is important to understand the facts surrounding diversity, and workplace diversity in particular. Some common misconceptions surround diversity data, as there are those that consider the difference in number between employed White British people and employed BAME people to be a consequence of population distribution.
However, by examining the employment rates of each ethnicity, a disturbing truth emerges. According to government figures, white people have the highest employment rate of all ethnicities in the UK – meaning that a white person is more likely to be hired for a role than anyone else. The same data reveals that Bangladeshi and Pakistani combined have an employment rate of 58% – a shockingly low figure in comparison, and one that cannot be entirely explained by age demographics or culture.
The Importance of Workplace Diversity
Why is it important for a business to acknowledge the essential facts of workplace diversity, and to actively work to redress them? Not only is it a legal requirement for businesses not to discriminate based on gender, race or any other protected characteristics, but adopting a more equitable and diverse approach to employment can have significant impacts on productivity, performance and company culture.
In actively promoting a diverse and inclusive workplace, minority members of staff will feel more comfortable in their role and amongst their peers; a robust approach to anti-discrimination policy will not only protect them, but also ensure the business maintains an equitable relationship with them long-term. A more cohesive community of diverse and collaborative workers will keep employee morale and satisfaction high, with consequent impacts on staff retention figures and productivity.
Encouraging Workplace Diversity
So how can a business encourage diversity within their workplace? Often it can be difficult for companies to reckon with their own institutional biases, devoid as they are from obvious or tangible sources. As such, EDI support services from independent analysts and advisors can help businesses more equitably reckon with their hiring practices – be it rewriting company documentation or arranging courses on unconscious bias training.
A business can also improve its outward reputation by embracing diversity as an integral aspect of its public identity. Marketing, branding and outreach can be retooled to reflect diversity as a core value, increasing interest from BAME job candidates and increasing profile in minority communities at the same time.
