Diversity Appreciation
Diversity Appreciation
Verna Myers, found and president of Verna Myers Consulting Group
We are a Company all about people, who together create a diverse ethos.
The Company is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the Company. We will build a culture that values meritocracy, openness, fairness and transparency.
Behaviour, actions or words that transgress the policy will not be tolerated and will be dealt with in line with the Company’s disciplinary procedure.
The applies to all processes relating to employment and training and to any dealings with customers and clients.
Diversity is recognising difference, but not actively leveraging it to drive company success. It is acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the Company customers.
Inclusion is where difference is seen as a benefit and where perspectives and differences are shared, leading to better decisions. Inclusion is promoting an environment where people from different cultural backgrounds:
are welcomed and treated with respect
feel included and integrated
are given equal access to opportunities
are given opportunities to contribute their ideas and concerns
An inclusive workplace enables a diverse range of people to work together effectively.
Our Company Values can all be found here.
These values guide everything we do and how we work together and support each other.
The Company will:
set diversity objectives;
identify a project group for leading the diversity strategy;
secure top-level ownership for the programme; and
develop and cascade a diversity vision statement.
The Company will:
undertake a full audit in relation to policies and procedures, practice of policy and perception of policy and process; and
obtain workforce metrics and compare them with sector and best practice Company’s
The audit will include a review of all processes to establish the Company’s position with regard to compliance and best practice. This will be done by administering a questionnaire to all colleagues, undertaking one-to-one interviews with key leaders and stakeholders, and facilitating focus groups to establish your perception in relation to key areas of the questionnaire.
The Company will:
benchmark existing policy statements from other Company’s and advisory groups;
develop human resources and other policies; and
cascade new policies with Chief Executive endorsement through business briefings.
The Company will:
review Company learning requirements;
integrate diversity into mainstream training and development programmes;
establish education programmes for all colleagues; and
integrate diversity competencies into development programmes and assessment and selection processes.
The Company will:
establish key lines of communication across the Company through consultation with key stakeholders;
undertake an audit of existing communications channels so that compliance and inclusiveness are assured;
ensure that communication imagery and graphics are inclusive, and reflect and reinforce the words within the documentation;
develop “reporting back” communication lines to ensure feedback;
ensure that mainstream business communications reinforce the inclusive messages and become mainstreamed into day-to-day processes; and
communicate and celebrate the Company’s successes in diversity.
The Company will:
establish formal reporting lines for monitoring progress against targets and objectives;
select and establish a diversity project group with representatives from across all parts of the Company.
The Company will:
establish formal measurement tools to assess the climate in the Company;
assess progress in achieving its diversity objectives; and
develop relationships with external benchmarking bodies to assess progress.
The Company will:
join appropriate Company’s in order to network, exchange best practice and generally raise the Company’s profile; and
build relationships with trade, and the local and national press to develop a good external image and to position the Company at the leading edge.
Reflect on your Experiences
Consider your own behaviour
Small things matter
Notice who isn't being included
Show interest and ask questions
Notice language and how things are said
Establish feedback loops
Know how to acknowledge and consider ideas