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All About Diversity

All About Diversity

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Watson argues that the profession needs to give much more attention to the selection, training and monitoring of trainers, to ensure they are adequately prepared and skilled to handle the complexities of leading workshops and sessions on race and culture.

Diversity definition: what do we mean by diversity in the Diversity definition: what do we mean by diversity in the

Minority Market. Women and LGBT+ consumers care and value companies that value Diversity and Inclusion. They know for a fact that these company knows of their existence and care enough to think of them. Some minority consumer groups also wield their influence proactively. The so-called “ pink pound” refers to the influence of lesbian, gay, bisexual and transgender (LGBT) consumers. The Pink Pound consumer will become a major consumer segment as women become more independent with an increasing purchasing power. Workplace Diversity enhances Reputations FARAGHER, J. (2020) We need to talk about diversity and inclusion.People Management(online). 18 July. Enhances adaptability and resilience: Diverse groups can be more adaptable and resilient in the face of change, as they are more likely to have a range of skills and experiences that can help them respond to new challenges and opportunities.For white people, choosing to explore these issues triggers great discomfort and pain and feelings of considerable guilt, he says. ‘Of course, none of this compares at all with the gross injustices imposed on people of colour over so many centuries. But in the training context, we do have to consider carefully how best a trainer might encourage the course participants to explore these issues without closing down attitudinally and intellectually. Trainers have to be prepared,’ he warns. ‘You have to learn as much as you can about the terrain. And leaving your door open to offer follow-up support to students is really critical – you have to offer that pastoral role and make it explicit that you recognise this is challenging stuff to look at and you are there to support every student.’ The last type of diversity is usually factors that we observe, we feel, we experience that shape our world views. Each of us has more life outside of the workplace. We travel, we have our beliefs, we embrace our culture, we have knowledge of the different types of history, we have different political beliefs and agendas. Promoting and delivering EDI in the workplace is an essential aspect of good people management. It’s about creating working environments and cultures where every individual can feel safe and a sense of belonging, and is empowered to achieve their full potential. As with white people, many people of colour are drawn to counselling because they feel they need to work on their own ‘stuff’. For psychotherapist Billie-Claire Wright, the training and personal therapy sparked for the first time a realisation of her own internalised racism, and an accompanying sense of shame. But when she tried to talk about this in an experiential training group, she was met with a wall of silence, and a swift moving on to a ‘safer’ subject. ‘Everyone just looked at the floor, and I went home feeling worse, with even more feelings of shame and deep embarrassment,’ she says. I am certain there are more benefits for a business case for Diversity and Inclusion, and the list of benefits will grow as companies measure and show ROI of it. In the future, companies won’t have a choice. Why not start Diversity now?

CIPD | Equality, diversity and inclusion in the Workplace

CIPD members can use our online journalsto find articles from over 300 journal titles relevant to HR. Embed EDI in performance management frameworks and all managers’ roles; they have a key role to play, behaving in an inclusive way and contributing to diversity goals.PHILLIPS, K.W., DUMAS, T.L. and ROTHBARD, N.P. (2018) Diversity and authenticity.Harvard Business Review. Vol 96, No 2, March-April. pp132-136. Reviewed in In a Nutshell, issue 75. Recruiting from a diverse pool of candidates increases an employer’s chances of finding the best person for the job. Once onboard, employees that feel valued and respected and that are part of an inclusive work environment are less likely to leave. Doing both of these successfully can help reduce expenses related to recruitment and retention.

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