The 5th of April 2018 marks the end of the first year of disclosures under the new UK gender pay gap reporting requirements. Just over 10,000 companies employing more than 250 people in England, Scotland and Wales have disclosed their figures, although reportedly more than 500 are yet to publish and may face possible fines and reputational damage.
Leaders set the tone in an organisation and, therefore, if diverse talent is going to join and thrive in your organisation, they will look to how you behave. So what can you do to help create an inclusive culture and demonstrate your commitment to diversity?
Managers play a critical role in achieving an inclusive culture in organisations. It is they who run meetings, determine work allocation, provide feedback and support for individuals, make promotion and remuneration recommendations and set the tone around the work
environment. So how can managers support inclusion?
Organisational structures, processes and culture may all, inadvertently, disadvantage some groups and privilege others. There are a number of organisational practices that can help ensure that these effects are minimised.
Fostering inclusive and more diverse workplaces can play an important role in addressing some of the most important business issues, including creating better outcomes for customers; increasing innovation; helping to attract and retain talent; enhancing reputation and brand; and ultimately generating higher returns.