A Business Case For Diversity
A Business Case
For
Diversity
By Paula Hutchings
Leornian Consulting
November 2006
CONTENTS
Page
1. Introduction 3
2. Types of Diversity 4
3. What is the Generic Business Case for Diversity Management? 4
4. The Business Benefits of Diversity Management 6
5. Some Success Stories in Managing Diversity 7
6. What is the Business Case for Diversity Learning & Development ? 9
7. Diversity Management Initiatives 10
8. A Summary 11
9. Next Steps 12
APPENDICES
Appendix I – Successful Management of a Diverse Workforce 13
Appendix II – The Diversity Learning & Development Model 14
Appendix III – Research Sources 16
1. Introduction
The purpose of this document is to give organisations an overview of the latest thinking around diversity management. It helps position the ever increasing need for employers to be pro-active in their approach to the diversity challenge.
Hot issues identified by the CIPD at the moment include:
Delivering business benefits through diversity
Creating harmony at work by managing conflict
Changing mindsets on, for example, age
Discrimination and the law
Fairness and rewarding difference
Making recruitment and selection diversity-smart
On 1 October 2006, age discrimination legislation came into force.
According to CIPD research 40% of workers experience discrimination.
The two primary causes of this discrimination are:
Age stereotypes and attitudes
Policies, processes and systems
Beyond the policies, the number one tool for tackling issues on workplace diversity is line management behaviour. Yet over 45% of line managers still haven’t been trained in this area.
This paper attempts to provide you with answers to some of the key questions being asked in organisations that are beginning to embrace the whole issue of Diversity Management for the benefit of business & performance improvement. It highlights the implications of quick-fix solutions to
For
Diversity
By Paula Hutchings
Leornian Consulting
November 2006
CONTENTS
Page
1. Introduction 3
2. Types of Diversity 4
3. What is the Generic Business Case for Diversity Management? 4
4. The Business Benefits of Diversity Management 6
5. Some Success Stories in Managing Diversity 7
6. What is the Business Case for Diversity Learning & Development ? 9
7. Diversity Management Initiatives 10
8. A Summary 11
9. Next Steps 12
APPENDICES
Appendix I – Successful Management of a Diverse Workforce 13
Appendix II – The Diversity Learning & Development Model 14
Appendix III – Research Sources 16
1. Introduction
The purpose of this document is to give organisations an overview of the latest thinking around diversity management. It helps position the ever increasing need for employers to be pro-active in their approach to the diversity challenge.
Hot issues identified by the CIPD at the moment include:
Delivering business benefits through diversity
Creating harmony at work by managing conflict
Changing mindsets on, for example, age
Discrimination and the law
Fairness and rewarding difference
Making recruitment and selection diversity-smart
On 1 October 2006, age discrimination legislation came into force.
According to CIPD research 40% of workers experience discrimination.
The two primary causes of this discrimination are:
Age stereotypes and attitudes
Policies, processes and systems
Beyond the policies, the number one tool for tackling issues on workplace diversity is line management behaviour. Yet over 45% of line managers still haven’t been trained in this area.
This paper attempts to provide you with answers to some of the key questions being asked in organisations that are beginning to embrace the whole issue of Diversity Management for the benefit of business & performance improvement. It highlights the implications of quick-fix solutions to