What is holding diversity and inclusion back?
- Fear around language
- Miscommunication - people are uncomfortable talking about diversity
- Low rate of diversity disclosure
- Lack of training around language and how to listen
We all make mistakes when it comes to treating those in protected characteristics inclusively, but we need to improve corporate cultures to let people challenge behaviours and know how to respond if we are challenged.
Examples of measurable business outcomes
- Staff disclosing disabilities
- Equalised pay - removed gender pay gap
- Measuring leadership characteristics based on inclusive behaviours - linked to compensation
- Clarity and transparency about the make up of our workforce - data available and invisible and visible differences are monitored
Businesses need to understand the cost of discrimination, this includes consider the development of better products and services that meet the needs of a diverse customer base.
What investment is needed?
- Monitor the impact of inclusion training
- Measure the value added - Diversity and Inclusion impact calculator
- Should be a core part of professional qualifications/recognition
- Mandatory training for employees to complete training each year - but optional in regards to how they are tried
- Lived experiences shared - the impact of other people's biases
Time investment is critical. Make D&I a priority focus.
