Demonstrating Commitment to Equality, Diversity and Inclusion (EDI)

 
Overview
In order to genuinely progress diversity in your organisation, you will need to make sure you have commitment from a variety of different people, including Partners/Directors and Senior and General Managers as well as your employees generally. Gaining commitment can be difficult for a number of reasons. Some people view the diversity agenda as “PC gone mad”, whilst others see it as “something they already do”, or “something for HR to look after” or simply as extra work on top of their, already heavy, workloads. 
 
The business case for diversity can be used as a way of encouraging a demonstrable commitment to EDI from your workforce. It creates a powerful case for equality promotion by highlighting diversity as a benefit rather than a duty. Diversity can enhance employee effort, improve business reputation and employee retention, and assist in attracting talent and maximising productivity and creativity. In addition to the positive incentives there are also legal and moral issues to consider when building commitment.
 
This section will give you hints and tips about how to gain commitment from your stakeholders so that you can ensure that you are managing diversity effectively throughout your organisation.
 
Click Here to take the QUIZ on 'Demonstrating Commitment to Equality and Diversity'.
 

Guides within this Theme 

• About Equality, Diversity and Inclusion
• Equality, Diversity and Inclusion Governance
• Conducting and Equality, Diversity and Inclusion Audit
• Developing an Equality, Diversity and Inclusion Policy
• Developing an Equality, Diversity and Inclusion Strategy
• Equality, Diversity and Inclusion Analysis
• Gaining Top Level Commitment to Equality, Diversity and Inclusion
• Gaining Employee Commitment to Eqaulity, Diversity and Inclusion
• Equal Pay Commitment