5 Diversity and Inclusion Goals for Your Organisation in 2023

  • Are Your Recruitment Systems Fully Inclusive? One report in 2022 suggested that the global talent shortage has reached reached a 16 year high, as more than 3 in 4 (78%) employers report difficulty finding the talent they need (1). Bringing in an expert, such as Ash Ahmad or Ashanti Bentil Dhue to work with your HR team is a great way to highlight what could be causing the right candidates to slip through the net – this could be anything from making your online recruitment content, interview process or physical workplace more accessible, to conducting unconscious bias training for those conducting interviews.
  • The Less ‘In Your Face’ -isms One reason it can be so beneficial to bring in external experts when it comes to inclusivity in the workplace is that they are specially trained to recognise and highlight areas that might have slipped the net. By now (hopefully!) most organisations will be active in looking out for racism, sexism, disability discrimination and homophobia in the workplace, but there may be more subtle or invisible prejudices at play that could make the workplace difficult or off-putting for employees. Ageism, which has been called “The last acceptable -ism”, is a good example of a source of workplace prejudice that often goes unchecked.
  • Menopause Visibility A 2021, Australian study found that 83% of women experiencing menopause were affected at work, but only 70% would feel comfortable speaking with their manager about it (2). Another study conducted by Harvard Business School suggest that workers reported perceiving menopausal women who experience symptoms as being “less confident and less emotionally stable (two traits we’ve shown to be associated with leadership)”. The same article also noted the same women were perceived as “more confident, stable, and leader-like” if they openly disclosed these symptoms and attributed them to menopause. (3)
  • Empowering Workers with Flexibility – In this post-pandemic world, more workers than ever crave flexibility, with a recent UK government study reporting a whopping 80% of employees who worked from home because of the pandemic preferring a hybrid working model (4). However, the same report suggests most workers do not (5) work from home in a typical week, and that those that do are more likely to be older, more senior members of staff. Consider how flexible working practices can benefit, for example, those wanting to start families, those with caring responsibilities and those with physical and mental health challenges.
  • Faith Inclusion – Religion and belief discrimination is illegal in the UK, however, according to a survey by ComRes Faith Research Centre (6), around one million UK employees have experienced discrimination because of their religion. Bringing in an expert, such as Faith Inclusion and Networking Expert Farah Hussain, can help highlight biases, prejudices and sensitivities in workplaces that HR managers may not be aware of.

(1) ManpowerGroup Employment Outlook Survey | Q3 2022 https://www.manpowergroup.co.uk/wp-content/uploads/2022/06/2022-talent-shortage-uk_report.pdf

(2) Australian Menopause Society Report https://www.menopause.org.au/health-info/fact-sheets/menopause-and-the-workplace

(3) Research: Workplace Stigma Around Menopause Is Real, https://hbr.org/2022/12/research-workplace-stigma-around-menopause-is-real

(4) The impact of remote and hybrid working on workers and organisations, https://post.parliament.uk/research-briefings/post-pb-0049/

(5) “In September 2022, around 1 in 5 (22%) of the GB workforce had worked at least one day from home in the previous week” – The impact of remote and hybrid working on workers and organisations, https://post.parliament.uk/research-briefings/post-pb-0049/

(6) Religious Discrimination in the Workplace [Mini-Report] | https://www.beapplied.com/post/religious-discrimination-in-the-workplace-mini-report