Diversity & Inclusion: Fringe or Fundamental?
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Transcript of Diversity & Inclusion: Fringe or Fundamental?
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Diversity & Inclusion: Fringe or Fundamental?
Joint CIPD/Bernard Hodes Research 2012
Dianah Worman OBE
CIPD Public Policy Adviser, Diversity
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How we explored the issue
• An online survey was circulated to a random sample of eligible CIPD members
• The survey link was publicised via the CIPD newsletter, Impact magazine, LinkedIn and other relevant networks
• We received 371 responses in total
Characteristics of respondents
Role BackgroundSize of the
Organisation Sector
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What we focused on
1. How diversity and inclusion is managed within organisations
2. Leadership involvement in diversity and inclusion
3. Implementing and monitoring diversity and inclusion
4. Supporting organisations with the diversity and inclusion agenda
5. Best practice and the future
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What the results showed
Survey Results • 83% have an articulated strategy, written policy or set of guidelines that cover:- legally protected areas – gender, ethnicity, age- gender reassignment and caring responsibilities were less common
• Where organisations lacked a written strategy, policy or set of guidelines respondents stated their own organisation:- is in the early stages of developing their HR policies- had low levels of awareness and knowledge- did not consider it a necessity- perceived such strategies as something different
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What a diversity strategy covers
Base: 305 (all respondents reporting their organisation has an articulated strategy, written policy or set of guidelines relating to diversity and inclusion).
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How employees are involved in progressing diversity and inclusion
Survey Results
62% of organisations gave
their employees the opportunity to
influence their approach to diversity and
inclusion over the last 3 years
Base: 202 (all respondents who report their organisation has, over the last three years, given employees a chance to help shape and influence approaches and activities related to diversity and inclusion).
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How leaders are involved in progressing diversity and inclusion
Survey Results
64% stated that a member of their board or senior
director has overall responsibility and acts as a diversity
champion
How often are diversity and inclusion issues discussed at board/senior director level so far as you know?
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The state of the art in progressing diversity and inclusion
Survey Results
60% stated that in the last three years their organisation had launched or
delivered activities related to diversity
and inclusion
Base: 222 (all respondents reporting their organisation has launched or delivered any specific projects or initiatives related to diversity and inclusion in the last three years).
Which of the following areas have these projects or initiatives covered?
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How line managers are supported in progressing diversity and inclusion
Survey Results
49% stated their organisation had
incorporated diversity and
inclusion into their line manager
training
Base: 361
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What ‘measurements’ are used to judge the progression of diversity and inclusion
Survey Results
Only 40% of respondents stated
that their organisation used
specific KPIs
Base: 145 (all respondents reporting their organisation uses KPIs to monitor diversity and inclusion)
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How organisations promote diversity and inclusion
Survey Results • 1 in 4 respondents from smaller businesses stated they had publicised their diversity and inclusion work.• Organisations with a diversity specialist and public/voluntary bodies were more likely to promote diversity.• Typical activities to support diversity and inclusion included: - Awards- Events- Accreditation/Membership- Reporting- Internal/External Communications- Working Groups/D&I specialists- Training
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What sources of information do organisations depend on to progress diversity and inclusion
Survey Results
86% stated they used the CIPD to stay up to date
with the diversity and inclusion
agenda
Base: 353
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What kinds of help do organisations need to progress diversity and inclusion
When working with external organisations, many respondents sought support with:
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Most respondents expect diversity and inclusion to
become increasingly important to
employers
Base: 343
Future importance of diversity and inclusion
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http://www.cipd.co.uk/hr-resources/survey-reports/diversity-inclusion-fringe-fundamental.aspx
http://www.cipd.co.uk/publicpolicy/policy-reports/diversity-progress-on-track.aspx
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Thank You