Diversity & Inclusion: Fringe or Fundamental?

Joint CIPD/Bernard Hodes Research 2012

Dianah Worman OBE

CIPD Public Policy Adviser, Diversity

How we explored the issue

• An online survey was circulated to a random sample of eligible CIPD members

• The survey link was publicised via the CIPD newsletter, Impact magazine, LinkedIn and other relevant networks

• We received 371 responses in total

Characteristics of respondents

Role BackgroundSize of the

Organisation Sector

What we focused on

1. How diversity and inclusion is managed within organisations

2. Leadership involvement in diversity and inclusion

3. Implementing and monitoring diversity and inclusion

4. Supporting organisations with the diversity and inclusion agenda

5. Best practice and the future

What the results showed

Survey Results • 83% have an articulated strategy, written policy or set of guidelines that cover:- legally protected areas – gender, ethnicity, age- gender reassignment and caring responsibilities were less common

• Where organisations lacked a written strategy, policy or set of guidelines respondents stated their own organisation:- is in the early stages of developing their HR policies- had low levels of awareness and knowledge- did not consider it a necessity- perceived such strategies as something different

What a diversity strategy covers

Base: 305 (all respondents reporting their organisation has an articulated strategy, written policy or set of guidelines relating to diversity and inclusion).

How employees are involved in progressing diversity and inclusion

Survey Results

62% of organisations gave

their employees the opportunity to

influence their approach to diversity and

inclusion over the last 3 years

Base: 202 (all respondents who report their organisation has, over the last three years, given employees a chance to help shape and influence approaches and activities related to diversity and inclusion).

How leaders are involved in progressing diversity and inclusion

Survey Results

64% stated that a member of their board or senior

director has overall responsibility and acts as a diversity

champion

How often are diversity and inclusion issues discussed at board/senior director level so far as you know?

The state of the art in progressing diversity and inclusion

Survey Results

60% stated that in the last three years their organisation had launched or

delivered activities related to diversity

and inclusion

Base: 222 (all respondents reporting their organisation has launched or delivered any specific projects or initiatives related to diversity and inclusion in the last three years).

Which of the following areas have these projects or initiatives covered?

How line managers are supported in progressing diversity and inclusion

Survey Results

49% stated their organisation had

incorporated diversity and

inclusion into their line manager

training

Base: 361

What ‘measurements’ are used to judge the progression of diversity and inclusion

Survey Results

Only 40% of respondents stated

that their organisation used

specific KPIs

Base: 145 (all respondents reporting their organisation uses KPIs to monitor diversity and inclusion)

How organisations promote diversity and inclusion

Survey Results • 1 in 4 respondents from smaller businesses stated they had publicised their diversity and inclusion work.• Organisations with a diversity specialist and public/voluntary bodies were more likely to promote diversity.• Typical activities to support diversity and inclusion included: - Awards- Events- Accreditation/Membership- Reporting- Internal/External Communications- Working Groups/D&I specialists- Training

What sources of information do organisations depend on to progress diversity and inclusion

Survey Results

86% stated they used the CIPD to stay up to date

with the diversity and inclusion

agenda

Base: 353

What kinds of help do organisations need to progress diversity and inclusion

When working with external organisations, many respondents sought support with:

Most respondents expect diversity and inclusion to

become increasingly important to

employers

Base: 343

Future importance of diversity and inclusion

http://www.cipd.co.uk/hr-resources/survey-reports/diversity-inclusion-fringe-fundamental.aspx

http://www.cipd.co.uk/publicpolicy/policy-reports/diversity-progress-on-track.aspx

Thank You