Text Size: A A A
Organisations Failing to take Diversity Seriously

Recent diversity studies have shown a worrying trend. Organisations are failing to take diversity issues seriously, and although many have claimed to support the idea they appear to be actually doing very little to support it. HR Magazine ran a Diversity Survey to investigate if decision makers are acting on their diversity strategies. HR departments must fight to push the benefits of diversity and inclusion to senior management in order for them to bring about change effectively. In a report entitled Equality and Diversity, only twelve per cent of respondents stated that diversity and inclusion was “a top priority” in their organisation.

The organisations that were surveyed seemed to value having a diversity policy and expressed that it enabled them to attract and keep the best talent in their workforce, as well as helping their customers to relate better and to increase the circulation of ideas.

Despite this HR magazine found that 16% of companies had still failed to address issues regarding age equality, with nearly half ignoring sexual orientation, more than a quarter not addressing ethnic origin and a fifth not having any disability measures in place. An enormous 70% had failed to address diversity and inclusion regarding nationality.

HR teams have a vital role to play in making sure that diversity is not viewed merely as an add-on, becoming a tick-box exercise, but as a central part of how a business works. While diversity is common in the recruitment policy of many organisations, few were able to agree that their board members diversity mirrors that of their customers. HR directors must be resilient and influential when it comes to communicating with the board and change their opinion from viewing diversity as a “must be done” issue to be got out of the way rather than something they actually need and should want to do in order to have a successful business with the best quality people. 


1

Leave Comment

Comments for article #436

Go Back to Previous Page