Over the last few years, there have been increasing amounts of research done to examine how a lack of diversity can affect an organisation. Where unconscious bias is left unchecked, there is an obvious danger that minority groups will not be hired, or heard.
Diversity and Inclusion is about difference. Essentially, a valuing diversity approach focuses on the positive aspects of the differences between people. It recognises that the different backgrounds, values, attitudes, skills and experiences that people have mean that they bring a unique perspective to the workplace.
The Moral Case
There is a moral duty for organisations to provide an environment where individuals are treated with dignity and respect, and which offers opportunity to all staff. This duty is shared by everyone within the organisation, though Senior Managers clearly must take a lead in shaping the culture of the organisation.
The Business Case
In purely financial terms there are good reasons why any organisation should embrace a diversity approach – for example:
- Staff turnover is often reduced.
- Employers who value diversity will recruit from wider sections of the community, therefore employing the best people.
- Organisations which embrace diversity have a more diverse workforce and so can appeal to a more diverse base of customers.
The Legal Case
Legislation is continually evolving and employers are bound both by UK legislation and European Directives. This legislation covers discrimination, and increasingly, bullying and harassment.
- Organisations that fail to implement policies and procedures which value diversity, are more likely to be subject to legal action resulting in compensation payments to victims.