WEEK 9: DIVERSITY AND INCLUSION Flashcards
What is diversity?
Where difference is recognised and emphasised, but not actively leveraged to drive organisational success
- Important to recognise that a “one size fits all” approach des not achieve fairness and equality of opportunity for everyone
What does diversity need to be effective?
- commitment and support from leaders at senior levels
- freely integrated across all aspects of the business
- requires commitment to staff training and development at all levels
- requires revision of key people/ workforce data
Whats the difference between diversity and equal opportunities?
- EO’s tend to focus on a limited number of groups and related issues around gender, race, disability etc
- should embrace the broader aim of valuing everyone as an individual, beyond legal requirements
- diversity recognises we ALL have different needs and businesses should respond to these fairly and flexibly
What is the liberal approach to E&D?
- relies on the concept that ALL INDIVIDUALS have the right to ‘universally applicable standards of justice and citizenship’
- all people can freely and equally compete for rewards in society and work
- reward based on merit, not social categories
- all individuals are treated neutrally
- those who perform best are best rewarded
What is the radical approach to E&D?
- relies more upon the concept that individual discrimination and inequality is the consequence of wider group level discrimination and contends that invervention is acceptable in order to attain equality
- advocates the use of positive discrimination manipulated to achieve a fair representation
- can lead to organisations setting quotas/targets
What are the main drivers of diversity?
- organisations may perceive a social and moral case
- a legal case to develop equality and diversity policies
- a persuasive business case
Arguments for diversity:
- diverse businesses tend to be effective, successful and innovative in achieving business objectives
- more likely to reflect the diversity of customer and supplier groups
- argued enhanced employee motivation and loyalty
- positive for business reputation and enhances a businesses CSR credentials
How can diversity be achieved?
- leadership/senior managers embracing the concept and embedding values
- commitment to learning, development and education for staff at all levels
- workforce data analysis and monitoring
- monitoring specific data around R&S
- workforce surveys and employee voice
- setting quotas???
What is neurodiversity?
Refers to the natural range of differences in human brain function
- in employment, it refers to alternative thinking styles e.g. dyslexia, autism, ADHD
What are some strengths of neurodivergent individuals?
- data driven thinking
- ability to spot trends
- process information quickly
What are some neurodiversity practises?
- employer brand: include case studies highlighting how neaurodivergent employees are supported
- R&S: clear role and job descriptions
- diversity and inclusion statement: states you are happy to discuss reasonable adjustments
- interviews: interviewers need specific training to avoid bias of ‘first impressions’ and avoid penalising unconventional body language or lack of social skills. interview questions should also be direct and specific
What are some reasonable adjustments for job applicants?
- extra assessment time for assessment tests
- allowing a non verbal autistic person to bring a supporter to the interview
- providing interview questions in advance
- role adjustments e.g. extra time to carry out a task
- structured flexible feedback
What are some reasonable adjustments for employees?
Progession: mentoring and succession planning to avoid highly talented neurodivergent employees missing out on opportunities for career progression
Work environment:
- adjustments such as workplaces away from strong lighting, quieter areas, allow for headphones etc
What are the 4 ways in which discrimination can be defined?
1) direct - an employee is less favourably treated because of their race, sex, martial status, religion etc
2) indirect - an employer sets requirements or criteria for a job that adversely impacts members of a particular group disproportionately
3) harassment/bullying - offensive, malicious or insulting behaviour
4) victimisation - when an employee is treated less favourably as a consequence of bringing a claim of discrimination against the employer or their representative
What does the equality act 2010 do?
promotes what are known as the ‘protected characteristics’ from which all members of a society are protected from discrimination
