How to Attract and Retain a Diverse Workforce and a Few Good News Stories

Attract and Retain a Diverse Workforce

Real action, with well-structured programmes that support an inclusive culture, is the key way to attract and retain a diverse workforce. When your organisation has stated a commitment to equality, inclusivity and diversity, this needs to be continually fostered and supported with courses and employee resource groups (ERGs). Some larger organisations may also want to appoint a Diversity and Inclusion Executive position. Smaller organisations should ensure all managers are trained to support diversity and inclusion and have a structured way to recognise and address, diversity and inclusion issues, as they arise. One way to support managers is by providing clear behaviour policies and encourage employees to learn about inclusive behaviours and the Dignity at Work Act.

Recruitment Process - recruitment is a key part of how an organisation operates. Creating a job description that attracts individuals from underrepresented groups, requires an understanding of how bias can influence language. Using inclusive language promotes a culture that works hard to recruit and retain a diverse workforce.

Inclusive Language in the Workplace

Use person-first constructions

e.g. We welcome applications from disabled people, change to:

We welcome applications from people with disabilities.

Use non-gendered language

e.g. There is a high percentage of female executives in the company, change to:

Women make up a high percentage of executive positions in the company.

Do not use jargons, and acronyms

Advertise jobs with online communities that are supportive of the LGBTQ+ community, women, people with disabilities and people from underrepresented groups.

Employee Resource Groups (ERGs)

Promoting ERGs and providing resources to assist employees start an ERG, enables employees to find allies and actively champion and arrange activities that embed inclusive behaviour. ERGs should be encouraged to report any behaviour, that challenges the organisations commitment to an inclusive workplace.

Diversity and Inclusion Policies ?

Creating a positive and inclusive culture will not be achieved with diversity and inclusion policies, organisations need to support employees to reduce unconscious bias and understand what behaviour is not acceptable. Diversity and inclusion policies are a part of the process; however, you also need to educate employees with a wide range of resources. This should include a range of diversity and inclusion courses.

Four Free Diversity and Inclusion Courses ?

1.???????Microsoft - Unconscious Bias self-paced training course provides an overview of how unconscious bias can impact decisions.

2.???????edX - Leading With Effective Communication (Inclusive Leadership) course is designed to be completed in 1 to 2 hour segments per week, over 4 weeks and teaches how to ensure communication is inclusive.

3.???????edX - Becoming a Successful Leader (Inclusive Leadership) course is designed to be completed in 1 to 2 hour segments per week, over 4 weeks and develops inclusive leadership skills with ?exercises to develop inclusive leadership skills.

4.?????FutureLearn - Understanding Diversity and Inclusion course is designed to be completed in 3 hours per week, over 3 weeks and includes unconscious bias and ethnocentric and ethno-relative mindsets.

Embedding a culture of inclusion supports all employees to be able to communicate effectively and fosters respect. Organisations that do this well will reap the benefits.

A Few Good News Stories

?Women in Executive and Top Level Business Roles

Research carried out by Credit Suisse has found that organisations with a greater percentage of female executives have the strongest revenue growth. The research encompassed over 3000 companies across 56 countries and demonstrates a significant correlation between women in executive and top-level business roles and a measurable increase in share price appreciation.?

First Recipient of the Merchant Navy Medal for Championing LGBT+ Rights

Paul Owen has been awarded the Merchant Navy Medal for establishing an LGBT+ community, Our Pride in Maritime network. Launched in May 2020, Our Pride, aims to cover the entire maritime sector and provide resources to support all members of the LGBT+ maritime community

Police Watchdog’s Ruling Upheld Complaint that a Black person was Racially Profiled

Dwayne Francis was detained by three police officers outside of a post office and made to get out of his vehicle. He was then placed in handcuffs while the police searched him for drugs. The three officers said that they were permitted to stop and search Dwayne under the Misuse of Drugs Act. Following his complaint, the Independent Office for Police Conduct (IOPC) opened an investigation. The police watchdog’s ruling that he was racially profiled and also found that one officer breached standards of equality and diversity and the other two officers breached standards of professional behaviour for honesty and integrity. Speaking with The Independent, Dwayne Francis said “It could be the start of change especially if others within our community use the complaints process and follow it through,”.

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