Achieving diversity and inclusion at work
By Joanne Duberley and Holly Birkett, University of Birmingham
Diversity and inclusion at work are increasingly seen as both morally and economically desirable. Common definitions of diversity tend to focus on the differences between employees in terms of age, gender, race, religion, sexual orientation and disability.
However this definition is rather narrow ignoring the rich variety of experiences and outlooks each individual employee will have. Inclusion can be described as creating an environment where these differences are not just recognised but they are celebrated.
Jo Duberly and Holly Birkett from the University of Birmingham
A wider political sentiment and desire to create a more meritocratic society, was echoed by Teresa May in her first statement as Prime Minster in 2016: “We will do everything we can to help anybody, whatever your background, to go as far as your talents will take you.”
Research increasingly demonstrates a link between ethnic and gender diversity and firm performance. In 2006, the Women in Work Commission found that “removing barriers to women working in occupations traditionally done by men…could be worth between £15bn and £23bn to the economy”.
In addition, there is a strong argument to be made that the UK labour market and workplaces must become more inclusive in order to respond adequately to demographic changes and demands for social change.
Unfortunately, despite an increasing focus on diversity and inclusion, the UK workforce and workplaces are still some distance away from reflecting the diversity of the population.
More worryingly working environments are not yet inclusive enough to promote more diverse workforces (especially with regard to LGBT, disabled, and older workers) in the future.
Whilst more inclusive organisations offer significant benefits to individuals, firms and society, achieving inclusivity is not always easy. What is required is a holistic, integrated approach that involves education and vocational training providers, businesses and the public sector working together to ensure that people from all backgrounds have the opportunity to flourish and contribute.
A new research group at the University of Birmingham looking at inclusivity at work (WIRC), led by Jo Duberley and Holly Birkett, is driving forward this research agenda by examining innovative ways in which different stakeholders can work together to enable firms to become more inclusive and realise the many benefits of this approach for their business and society.
