To the untrained eye, workplaces seem more diverse than ever. But it takes more than a diverse workforce to create a truly inclusive business.
Roger Griffith MBE has worked as a diversity trainer and champion for more than 30 years. From his role as trainee housing officer at Bristol City Council to his work on the Stephen Lawrence Inquiry, he is passionate about giving diversity, equity and inclusion (DEI) the respect it deserves.
An advocate of lifelong learning and training, Roger left school with no qualifications but has since taken a series of vocational courses, from management and supervision to counselling and French. These courses have not only given him purpose, they are also the foundation of much of the work he does today as a writer, social entrepreneur, lecturer and activist.
Here, we ask him how businesses can create more open, welcoming workplaces; the role managers must play; and why education and the joy of learning should be at the heart of the DEI landscape.
DEI: Low awareness = high risk
A lack of DEI awareness is a bigger problem than many people realise. As Roger explains: “There are plenty of industries with a DEI problem, and some are more surprising than others.” You might expect to see construction on the list, but industries like tech are also up there. “With so much focus on delivery, these companies are losing sight of how and where to open up new pathways to the profession.”
The research backs up Roger’s view. Not only do the majority of FTSE 100 companies fall short of their DEI claims, findings from the CIPD reveal that 47% of employers don’t have a formal DEI strategy in place.
DEI explained
– Diversity: Being varied and different. Recognising the value individuals bring communities and society
– Inclusion: Giving everyone equal access and opportunities. Removing barriers
– Equity: Including everyone in the conversation. Finding out what people’s needs are. Discovering where people’s strengths lie and building a team from there up
Because we all have the right to be different, free from discrimination, and valued as individuals
So why should businesses invest? Simply put, a more diverse workforce means businesses are better equipped to tackle problems and appeal to different markets. Multiple studies have found that diverse teams tend to be more innovative, make smarter decisions and financially outperform less diverse teams. Why? Because different people bring different perspectives, backgrounds, skills sets and outlooks to the table.
If the clear business case isn’t enough, there are also reputational and legal considerations. The Equality Act 2010 provides a clear legal framework in discrimination cases, and no businesses wants to deal with the fines and/or bad press that come with a guilty verdict.
So how can businesses keep on top of the DEI agenda? As Rogers sees it, it’s all about “investing in training, awareness, and education”.
Educate leaders to be stronger, smarter, self-aware
“We tend to perceive certain people in certain positions. And if we don’t see ambitious people from different backgrounds in leadership roles, we’re up against unconscious bias.” The businesses taking active steps to shut down these biases and create a welcoming environment for new recruits will reap the rewards.
It all starts with business leaders knowing how to communicate with employees in a sensitive, meaningful way. “It’s those all-important soft skills.” Some people have them in bounds, others acquire them through training. “By initiating open conversations about where employees currently are and the support they need to move forward, managers can get so much more from their team.”
Communication skills are crucial. From empathetic listening to self-awareness, leadership training courses can help reinforce those soft skills and apply them to the workplace.
“Whether the conversation is around an employee requiring menstrual leave, or an apprentice with a disability, businesses need open communication that’s respectful, sensitive and comes from the top down.”
Crucially, these conversations need to happen regularly. During 121s and appraisals, on an ad-hoc basis, and in light of social justice movements such as Black Lives Matter, #MeToo and the fight for trans rights. Starting the conversation, listening, and asking for feedback will help businesses identify gaps and take positive steps to keep policies on point and relevant.
The power to make a difference
Conversations around race, gender, disability or neurodiversity might not always be easy. And they aren’t going to affect everyone in the same way. But having a difficult conversation with staff is better than having no conversation at all.
As Roger notes, “most employees want to work with – not against – their employer. The key is to create a culture where they know they are heard and their needs are met.” In doing so, you are empowering all staff members to ask for the training they need and not shy away from the important questions.
“The opportunities are there, but if people don’t know these opportunities exist, it’s time to reassess training and processes to reach a wider talent pool.”
Ready to start empowering your people to be themselves? Contact EDN to find out how people-led training can help you create a diverse, equitable, and inclusive workplace for all.