Diversity & Inclusion: Fringe or Fundamental? Joint CIPD/Bernard Hodes Research 2012 Dianah Worman OBE CIPD Public Policy Adviser, Diversity

How we explored the issue An online survey was circulated to a random sample of eligible CIPD members The survey link was publicised via the CIPD newsletter, Impact magazine, LinkedIn and other relevant networks We received 371 responses in total Characteristics of respondents RoleBackground Size of the Organisation Sector

What we focused on 1.How diversity and inclusion is managed within organisations 2.Leadership involvement in diversity and inclusion 3.Implementing and monitoring diversity and inclusion 4.Supporting organisations with the diversity and inclusion agenda 5.Best practice and the future

What the results showed Survey Results 74% stated that D&I is central to their organisation’s people strategy and 54% agreed it is central to the overall business approach 83% have an articulated strategy, written policy or set of guidelines that cover: - legally protected areas – gender, ethnicity, age - gender reassignment and caring responsibilities were less common Where organisations lacked a written strategy, policy or set of guidelines respondents stated their own organisation: - is in the early stages of developing their HR policies - had low levels of awareness and knowledge - did not consider it a necessity - perceived such strategies as something different

What a diversity strategy covers Majority of respondents reported their strategy/policy/ guidelines spanned multiple employee touch-points Base: 305 (all respondents reporting their organisation has an articulated strategy, written policy or set of guidelines relating to diversity and inclusion).

How employees are involved in progressing diversity and inclusion Survey Results 62% of organisations gave their employees the opportunity to influence their approach to diversity and inclusion over the last 3 years Base: 202 (all respondents who report their organisation has, over the last three years, given employees a chance to help shape and influence approaches and activities related to diversity and inclusion).

How leaders are involved in progressing diversity and inclusion Survey Results 64% stated that a member of their board or senior director has overall responsibility and acts as a diversity champion How often are diversity and inclusion issues discussed at board/senior director level so far as you know?

The state of the art in progressing diversity and inclusion Survey Results 60% stated that in the last three years their organisation had launched or delivered activities related to diversity and inclusion Base: 222 (all respondents reporting their organisation has launched or delivered any specific projects or initiatives related to diversity and inclusion in the last three years). Which of the following areas have these projects or initiatives covered?

How line managers are supported in progressing diversity and inclusion Survey Results 49% stated their organisation had incorporated diversity and inclusion into their line manager training Base: 361

What ‘measurements’ are used to judge the progression of diversity and inclusion Survey Results Only 40% of respondents stated that their organisation used specific KPIs Base: 145 (all respondents reporting their organisation uses KPIs to monitor diversity and inclusion)

How organisations promote diversity and inclusion Survey Results 57% of respondents stated their organisation had undertaken internal or external activities to promote their approach to diversity and inclusion 1 in 4 respondents from smaller businesses stated they had publicised their diversity and inclusion work. Organisations with a diversity specialist and public/voluntary bodies were more likely to promote diversity. Typical activities to support diversity and inclusion included: - Awards - Events - Accreditation/Membership - Reporting - Internal/External Communications - Working Groups/D&I specialists - Training

What sources of information do organisations depend on to progress diversity and inclusion Survey Results 86% stated they used the CIPD to stay up to date with the diversity and inclusion agenda Base: 353

What kinds of help do organisations need to progress diversity and inclusion Creating an inclusive culture (46%) Bullying and harassment (39%) Leadership behaviours (37%) Training and development 36% When working with external organisations, many respondents sought support with:

Most respondents expect diversity and inclusion to become increasingly important to employers Base: 343 Future importance of diversity and inclusion

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