Just 14 per cent of employers and employees say the importance of equality, diversity & inclusion (ED&I) has increased in their workplace because of movements such as Black Lives Matter.
That’s according to the new Hays Barometer Report, which found most employers and employees instead say there has been no change in focus due to this or similar movements.
Yet when they next look for a new job, 54 per cent of professionals say an organisation’s ED&I policies will be either vital or important considerations when deciding who to work for.
Fortunately, 30 per cent of employers say ED&I will become more of a priority for them in the next three to six months.
How to make equality, diversity & inclusion progress in the workplace
If you are tasked with helping your executive improve ED&I in your workplace in the months ahead, we share several practical tips to get you started. The first is to ensure ED&I is embedded in the culture of your organisation. Otherwise, rather than shifting mindsets around ED&I and embracing and celebrating underrepresented demographic groups and diversity of thought, the best that can be hoped for is a level of tolerance towards difference.
Providing a sense of belonging for every employee, encouraging employees to have a voice and fostering diversity of thought can also help improve ED&I within organisations.
Other strategies include ensuring all employees have access to career development, salary transparency, ED&I training, unconscious bias training and transparent promotional requirements.
Just remember that one size of response does not fit everybody. So, take the time to get to know each employee’s preferences and tailor your ED&I approach in a way that creates equal opportunities for all, values differences and ensures everyone feels valued at work.
For more insights on how you can improve ED&I in your organisation, download our Hays Barometer Report.
