Bring more diversity to leadership roles

#Diversity #Inclusion #Talent #CareerProgression
Book your free place today ➡️ www.eventbrite...
Join us on 25 Jan with Winnie Annan-Forson to understand what blockers prevent black and ethnically diverse talent from progressing, and what we can all do to help bring more diversity to leadership roles.
Our online webinar takes place on Tuesday 25 January from 12:00-13:00 GMT (Manchester Time)
CIPD recommends employers:
Build the business case for increasing diversity and inclusion in terms of attracting a wider more diverse talent pool and boosting innovation and customer service by developing a workforce that is more reflective of the organisation’s customer base and wider society.
Identify levels of ethnic diversity using HR data and use this benchmark to explore any structural and cultural barriers that are maintaining workplace inequalities.
Avoid generalisations: ‘BAME’ encompasses a wide range of backgrounds, cultures and traditions and many different barriers to career progression. We recommend following the Race Disparity Audit’s recommendation, referring to ‘ethnic minorities’ instead.
Review recruitment practices to eliminate bias and discrimination. This could include how and where employers recruit new workers, whether the images and language used in recruitment materials are inclusive, line manager interview practices and the approach of recruiters working on employers’ behalf.
Review people processes to retain diversity. Identify barriers in career progression and ‘cliff edges’ where employees leave and address this. Also consider intersectionalities, such as the combined effect of race and gender, and examine progress from different angles.
Build an inclusive culture. Explore whether policies and practices are underpinned by principles that actively celebrate and encourage difference. Identify whether there are mechanisms in place to enable employees to voice issues about inequality and the need for change. Take steps to understand how inclusive the workplace currently is, and what could be done to improve inclusivity.
'We have to do a lot of reframing of what brilliant, acceptable, presentable [and] respectable looks like because that is bound up in gender, race and class. The 'system' has people at a disadvantage rather than the person being accountable for not being advantaged. We need to shift responsibility to the system by looking at systemic inequalities and the system that keeps these as they are.'
~ Sereena Abbassi, Independent equity, inclusion and diversity consultant
Follow us on Twitter @CIPDManchester
Like us on Facebook @CIPDManchesterBranch
We're on LinkedIn too - search CIPD Manchester Branch
#cipdMcr #HR #L&D #OD #HRM