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Race and Ethnicity-diversity strand

September 28, 2013 By Constance Hall Leave a Comment

Recruiters give unfair deal to non-white job seekers

Recruiters routinely discriminate against job candidates from ethnic minorities in favour of their white rivals, alleges the charity Race for Opportunity.

To back their claims, Race for Opportunity issued figures showing only 29% of black, Asian and minority ethnic candidates (BAME) were offered jobs, while 44% of white job seekers found a post.

Around 57% of BAME candidates were invited for an interview, against 73% of white applicants, claims the report, Race and Recruitment: exposing the barriers.

Sandra Kerr, director at Race for Opportunity, said: “Tough economic times and rising unemployment levels mean that the current job market is extremely competitive, with a high number of applications for every role.

“If BAME candidates are not being treated fairly by the recruiters at all stages of the job application process, then they are at a distinct disadvantage from the outset.”

Many BAME job candidates blamed their failure to find work on application handling by recruitment consultancies,  who asked employers to consider them for roles that did not match their skill sets.

The study also looked at job applicants who applied directly to an employer – and found that an equal proportion (29%) of both BAME and white applicants found a post this way.

Many recruiters blame the high BAME rejection rate on government policy that forces employers to kick out applications from overseas nationals who cannot prove they have a right of residence in the UK.

The Recruitment and Employment Confederation (REC), the trade body for job agencies, responded that recruiters had no reason not to shortlist the best candidates.

“An immediate priority is to dig beneath some of these findings as there are always a number of factors at play when employers decide who to offer a job to, such as a candidate’s qualifications and work experience,” said Tom Hadley, REC’s director of policy and professional services.

“Most of the recommendations in the report complement the processes and policies we already have in place as an industry,” he continued. “We now need to move the agenda forward and recognise the positive role that the vast majority of recruiters play in getting people into interviews and into work.”

Filed Under: Category #2, Race and Ethnicity-diversity strand Tagged With: Business, diversity strands, Equality Act 2010, Race and ethnicity

September 28, 2013 By Constance Hall Leave a Comment

Workplace diversity is just a PR stunt, claim employees

Workers are rubbishing their employers efforts to promote fairness through diversity as a stunt to grab headlines, alleges new research.

Around half of employees consider workplace diversity strategies as filling a tick box to look good for marketing and PR, says the Adecco Group’s report ‘Unlocking Britain’s Potential.’

The dispiriting results of the survey showed workers have a jaundiced opinion of diversity programmes:

  • 27% felt the campaigns failed to change workplace culture
  • 29% of employers confessed they aim to recruit ‘certain types’ of workers
  • 20% of workers felt their organisation ignored marketing to specific sections of society
  • 22% considered a diverse workforce could not supply the skills needed by the organisation

Despite the disappointing response to the survey, many employers and workers are confident that diversity has an important role in the workplace.

Seven out of 10 employers believe they are more likely to succeed by operating a fairer and more tolerant workplace.

This reflects in the 44% of workers who would rather move to an employer with a diverse workforce.

The report is part of a campaign by consultancy and recruitment group Adecco to look at workplace diversity as a tool for promoting better productivity and improving competition in world markets.

Chris Moore, director of the ‘Unlocking Britain’s Potential’ campaign,  said:”The business case for investment in diversity has never been clearer. A diverse workforce will widen Britain’s talent pool, have a direct impact on employee engagement, and strengthen relationships with customers.

“Our research suggests that we are far from achieving the radical change in outlook required to genuinely promote the need for a diverse workforce in UK businesses.

“While it is encouraging that the case for greater female representation in the boardroom is attracting such prominence, this is only a small but important part of the debate around boosting diversity in the workplace.

“Diversity is a question of encouraging and increasing social mobility – finding ways to ensure that potential British talent, from any and every background, is not overlooked.”

Filed Under: Age - Diversity Strand, Gender-diversity strand, Race and Ethnicity-diversity strand, Sexual Orientation-diversity strand Tagged With: age, Discrimination, diversity strands, Equality Act 2010

September 28, 2013 By Constance Hall Leave a Comment

Smile..even when it’s not World Happy Day!

world happy day

Smile…it’s World Happy Day!

Smile. World Happy Day, is a reason to be cheerful despite what may be going on in some darker corners of the world.

To celebrate thousands of people will try to spread a little good cheer by sharing their views on Happy, a short movie examination of the emotion from Oscar nominated director Roko Belic.

The film is listed for screening at 600 venues across 60 countries on every continent.

Happiness does make life better, says Belic.

If you are happy, you are likely to live longer, enjoy better health, care for your environment and are less likely to involve yourself in crime.

Happy people also bring big benefits to their communities by helping others and finding more creative solutions to problems.

“Our goal is for people all around the world to come together, on the same day, start the conversation about happiness and begin to live happier, more fulfilling lives,” said Belic.

Action for Happiness, a movement passionate about creating a happier society is showing the film in the UK. The group has 20,000 members who take practical action to make happier communities, families, schools and workplaces.

Mark Williamson, director of Action for Happiness said: “Happy is a wonderful film that had people laughing out loud, moved to tears and spontaneously applauding when we screened it in London recently.

“World Happy Day is a unique global event where people in local communities all around the world will connect and be inspired to help build happier lives and communities.”

Groups affiliating with Action for Happiness are springing up all over the country, with activities, events and workshops aimed at making people feel better ranging from laughter clubs to meditation.

“Small things can cause big positive changes, so choose one of our 10 actions and make it happen,” says the group’s web site.

For more information about the Happy movie and Action for Happiness go to [link http://www.actionforhappiness.org/ ]

Filed Under: Disability-diversity strand, Gender-diversity strand, Race and Ethnicity-diversity strand, Religion or belief-diversity strand, Sexual Orientation-diversity strand, Transgender (Gender identity)-diversity strand, Uncategorized

September 28, 2013 By Constance Hall Leave a Comment

Big Brother really is watching you

How the government analyses sensitive personal data has long been a point of argument for citizens of a ‘free’ democracy.

Data protection safeguards to prevent abuse are enshrined in law – but an exception is government departments and official agencies can collude to swop personal data without requiring an individual’s express permission.

The Ministry of Justice and the Department of Work & Pensions are collaborating on a new study linking databases of benefit claimants and offenders to ‘learn’ whether the data can give insights in to the lives of individuals who appear on both lists.

This article  is filed under: Gender, marital status Discrimination, Diversity, Housing, Leadership, Minorities, women, mothers faimly work-life balance
What is diversity?  See http://www.diversityleaders.org/our-services/what-is-diversity
Do you want more than what Equality Training or Diversity Training Courses can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events
For more content Diversity Leaders Magazine http://paper.li/diversitylead/1308375628 Key topics : Leadership, Discrimination, Diversity

The analysts are looking for patterns between claimants and offenders in the ‘overlap’ of names on both databases, according to research group Civitas.

The comparison raises some questions:

  • Does the overlap provide a large enough data sample for statistical analysis?
  • Is the comparison the result of a hypothesis, like benefit claimants are more likely to be criminals, or are the analysts just scouting available data because it’s available?
  • Will the results be worthwhile without testing the results against the reverse database – individuals who do not claim benefits who might have criminal records?

Apparently, the analysis shows that more than half of those sentenced had been claiming out-of-work benefits in that month, with almost a quarter on Job-Seekers Allowance.

For theft or handling stolen goods, around 66% were out-of-work benefits and 22% in work.

The dataset matched recordable offences – basically those that give someone a criminal record – so motoring and minor offences, like not having a TV licence, were excluded. In the period under analysis, which started at the end of 2010, 1.2 million people were claiming out-of-work benefits and 400,000 offenders were listed as having a criminal conviction in the past 10 years.

Looking back further is limited by laws relating to the rehabilitation of offenders.

The statistics also revealed almost half (47%) of prisoners claimed benefits for the two years following their release – with 11% returning to prison in the same period and just one in six finding a job.

The message of the data linkage is that society does not have to presume that a whole category of people break the rules,” said the Civitas report. “There are people that commit offences that have jobs and who do not claim benefits. There are people receiving benefits that have never committed any offence. The linking gets beyond that.

“It is possible to tell which individuals both claim benefits and commit offences. It is even possible to tell whether they have little success finding honest employment. In those cases, there is a much stronger argument for suggesting that people could be obliged to work for their benefits, especially when considering that this may apply to around a quarter of out-of-work benefit claims.”

Filed Under: Race and Ethnicity-diversity strand, Sexual Orientation-diversity strand, Transgender (Gender identity)-diversity strand

September 28, 2013 By Constance Hall Leave a Comment

A smile and kind words makes work a better place

A smile is all it takes to make the work place better, according to a new study.

Someone just being nice with a smile and a few kind words is enough to improve the way many people feel, says the Feel Good Factor Index published by PruHealth.

Although spending time with family and friends ranks highest, doing a kind deed for some else, job security and being recognised for achievements at work are all important for someone’s wellbeing.

The study reinforces the view that most people are at their happiest when they have the right work-life balance.

The survey asked more than 2,000 people what made them happy – top of the list was spending time with family and loved ones (56%), followed by sharing in their achievements (36%).

Someone being nice or smiling took third place (27%).

The other results were:

  • Taking a walk on a nice day (24%)
  • Getting a good night’s sleep (24%)
  • Doing something for someone else (17%)
  • Job and financial security (17%)
  • Time with pets (13%)
  • Nights out (13%)
  • Keeping fit (12%)
  • Finding a money saving deal (11%)

Dr Katie Tryon, health and wellbeing expert at PruHealth, said: “It would be great if everyone could smile at someone today and get the warm glow from knowing you’ve made someone happy.

“It’s really important for our physical and mental wellbeing to feel good, and as our index shows there are many inexpensive ways to get that feeling, including taking time out to go for a walk.”

The over 55s had the best outlook on life – with 62% opting for a ‘glass half full’ approach and only 12% confessing they were pessimists.

Many of the people surveyed admitted they succumbed to guilty pleasures, with one in four disclosing they enjoyed slobbing in front of a movie on the TV while munching a pile of chocolate.

The findings showed the biggest treat was time off work on holiday.

This article  is filed under: Gender,  Discrimination, Diversity, emotional intelligence, Leadership, Minorities, women, mothers faimly work-life balance
What is diversity?  See http://www.diversityleaders.org/our-services/what-is-diversity
Do you want more than what Equality Training or Diversity Training Courses can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events
For more content Diversity Leaders Magazine http://paper.li/diversitylead/1308375628 Key topics : Leadership, Discrimination, Diversity

Filed Under: Age - Diversity Strand, Disability-diversity strand, Gender-diversity strand, Race and Ethnicity-diversity strand, Religion or belief-diversity strand, Sexual Orientation-diversity strand, Transgender (Gender identity)-diversity strand

September 28, 2013 By Constance Hall Leave a Comment

New discrimination help service

Extra help is on the way for people suffering discrimination in the form of a new government advice service.

The Equality Advisory and Support Service will give advice and support focussing on helping the vulnerable and disadvantaged to find early and informal solutions to their problems without recourse to legal action.

The free service will be open to everyone – and will include high accessibility standards especially for those with disabilities and for people who do not speak English.

Initial contact for advice on discrimination will be by the web or telephone.

Independent advocacy support will be offered to consumers who need legal help to issue a claim that cannot be resolved informally or through alternative dispute resolution. The government has also confirmed legal aid will continue for discrimination cases.

The decision by the Home Office’s Government Equality Office to run the support service follows lengthy consultation in 2010.

The consultation asked whether the government should fund a support service for discrimination victims and should the service be run by the Equality and Human Rights Commission.

The responses confirmed the service was needed but the EHRC should not be funded to run it.

“This was because of government’s commitment to ensuring access to justice and, in particular, to helping people to resolve their problems informally before the point a claim is made and even before it is necessary to access formal alternative dispute resolution,” said a spokesman.

“The review also concluded that the government should not fund the EHRC to deliver this service. Therefore, government has decided that it will commission a new service from a private sector or civil society organisation or a combination of both.

The service expects to handle around 40,000 telephone calls and 20,000 emails a year requesting various levels of advice.

No timescales have been announced for the opening of the service.

Filed Under: Age - Diversity Strand, Category #5, Gender-diversity strand, Race and Ethnicity-diversity strand, Religion or belief-diversity strand, Sexual Orientation-diversity strand, Transgender (Gender identity)-diversity strand

September 28, 2013 By Constance Hall Leave a Comment

Does diversity management measure up to the talk?

 

Many organisations talk about the benefits of diversity management in terms of better working conditions, improved productivity and increased profits – but few have actually collected data to prove the point.

Swiss multinational banking giant Credit Suisse has tried to measure the impact of diversity on profits by examining the mix of employees, working conditions and financial performance of large businesses.

“Leading companies across the world today devote considerable resources to promoting gender diversity and better working conditions. Conventional wisdom suggests that improved diversity and working environment have an impact on profitability,” said Christine Schmid, head of banks and financial services research and Juliette Lim-Fat, head of thematic and derivatives research at Credit Suisse, writing in the Gulf News.

A key measure was how many women participated in senior levels of decision making.

Credit Suisse reviewed data gleaned from the most recent annual reports from the largest listed companies in Scandinavia, Germany, Italy, France and Switzerland.

The Nordic countries rated high on the number of women in senior management, with some countries insisting large companies have boards comprising at least 20% women.

German DAX 30 companies have established a voluntary quota for senior women managers this year and will publish the quotas for different management levels.

The bank also scrutinised the performance of companies that scored high for diversity from 2008 to the end of March, 2011.

Scandinavian countries again topped the lists for companies with women making up at least 10% of senior management and 20% of the total workforce.

A specific result of including more women at senior decision making levels was identified as the effect on the Scandinavian banking sector during the downturn.

Overall, Scandinavian countries had less economic problems than most – although Credit Suisse noted this could also be due to less exposure to US markets and a more ‘defensive’ financial outlook.

This article  is filed under: Discrimination, Diversity, Women, Leadership

Filed Under: Gender-diversity strand, Race and Ethnicity-diversity strand Tagged With: Business, Discrimination, Equality Act 2010, Leadership

September 28, 2013 By Constance Hall Leave a Comment

Unfair bosses and recruiters don’t do the job for minorities

 

Recruitment agencies and employers are failing jobseekers from minority groups, according to a new study.

Few black, Asian or minority ethnic (BAME) candidates feel recruitment consultants put themselves out to aid their careers – and when they have a job a glass-ceiling holds back their ambition to progress.

Despite more than 10% of the UK workforce coming from an ethnic minority background and over 20% of the emerging workforce coming from an ethnic minority background, huge numbers allege unfair treatment at work.

The report Breaking Down Barriers report released by Race for Opportunity, alleges that around 75% of Bangladeshi, Caribbean and Pakistani employees feel they were unfairly treated by recruitment agencies.

Once they have a job, many BAME employees believe they need to move employers to advance their careers because they are held back from promotion.

The makes three recommendations to employers:

  • Encourage BAME managers to show leadership and to mentor others
  • Pay, train and value BAME staff the same as any other race or employee
  • Urge recruiters to ignore race and to treat job candidates on merit

The report interviewed 1,500 workers from eight ethnic groups and found hopes for career advancement varied between them.

African and Indian staff were the most ambitious.

However, while around 70% of white British workers felt they would progress their careers with their current employers, more than half of their BAME colleagues believed they would have to move on for promotion.

“This has to be a serious concern for businesses that are failing to engage, retain and progress their employees on an equal basis” says the report.

The survey also asked BAME workers to disclose the perceived barriers to career ambitions.

The resounding response from six out of 10 Pakistani, African and Chinese workers was they lacked support from their line managers.

Many others cited lack of training – with a third of Caribbean, Bangladeshi, Indian and Pakistani workers said they had not been on a training course at all in the last year, compared with white British workers who said they had been on more than two.

Download the full report (Opens in new window) [LINK: http://www.bitc.org.uk/document.rm?id=13138]

What is diversity? See http://www.diversityleaders.org/our-services/what-is-diversity

Do you want more than what Diversity Training can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events

Filed Under: Gender-diversity strand, Race and Ethnicity-diversity strand

September 28, 2013 By Constance Hall Leave a Comment

Give your views on how equality is working

 

Equality and diversity managers have their chance to influence government policy as part of David Cameron’s red tape challenge to slimline bureaucracy.

The government is seeking views on how equality legislation is working – and what, if anything, can be changed to improve the law.

The Equality Act 2010 is umbrella legislation that replaced nine major statutes and around 100 sets of regulations aimed at making diversity management easier for business and public sector organisations.

Equalities Minister Lynne Featherstone said: “The Equality Act is here to stay. Fairness and opportunity for all remain at the heart of government. But there is always more we can do to ensure that business is not being strangled by red tape.

Unnecessary rules

“This government is committed to economic prosperity and reducing unnecessary rules and regulations. We want to hear from individuals, businesses, public sector organisations and voluntary and community organisations about how the act is working in practice.

“We want to know whether the act could be simplified, better implemented, or if certain provisions should be dropped or amended, or whether it should be kept exactly as it is.”

For more about the red tape challenge and how to respond, go to http://www.redtapechallenge.cabinetoffice.gov.uk/home/index/

One major change was implemented by Home Secretary Theresa May when she scrapped gender pay reporting measures under section 78 of the act. The government is urging businesses to publish the data voluntarily instead.

Meanwhile, Director of People and Policy at BT, Caroline Waters, has taken up the post as equality champion tasked with mediating the easing of legislation between the government and industry.

Deadline for consultation

The clocking is also ticking on government consultation about reforming the Equality and Human Rights Commission, with the deadline for submissions is June 15, 2011.

The consultation and forms for response are available for download from http://www.equalities.gov.uk/default.aspx?page=1789

EHCR has already published a short response – promising a more detailed document will follow.

The EHRC view is that the government is right to examine the early progress of the commission, but some of the current proposals for change may run counter to equality policy and a broader approach to deregulation and decentralisation.

Do you want more than what Diversity Training can deliver? See Diversity at Work http://www.diversityleaders.org/our-services/training-a-events

Filed Under: Age - Diversity Strand, Disability-diversity strand, Gender-diversity strand, Race and Ethnicity-diversity strand, Religion or belief-diversity strand, Sexual Orientation-diversity strand, Transgender (Gender identity)-diversity strand Tagged With: age, Customer Service, diversity strands, Equality Act 2010, legal case

September 28, 2013 By Constance Hall Leave a Comment

BBC slammed for diversity failings

The BBC needs to switch on to the real world instead of portraying Christians as ‘derogatory stereotypes’ and marginalising older women.

This indictment of the broadcaster’s diversity policy is even more damning as the main critics are viewers and the BBC’s staff.

Many believe the organisation goes too far in representing minority views, with positive discrimination affecting recruitment and too much time spent concentrating on ‘tokenism’ and diversity ‘box ticking’.

The results of a diversity study carried out by the BBC were leaked by the Daily Mail. The report was compiled form a survey of 4,500 people.

The research repeatedly slammed the BBC over depictions of Christians on TV.

Derogatory stereotypes

Many respondents claimed the BBC was anti-Christian and poorly represented Christianity.

“Christians are specifically mentioned as being badly treated, with a suggestion that more minority religions are better represented despite Christianity being the most widely observed religion within Britain,” said a quote from the report.

Others said:

  • “As a Christian I find that the BBC’s representation of Christianity is mainly inaccurate, portraying incorrect, often derogatory stereotypes.”
  • “Seldom do we find a Christian portrayed in drama, and when we do, it is usually a “weak” person or a “bigot”

A recurring criticism was soap storylines lacked pro-Christian themes but often showed the faith in a poor light.

Doomed to fail

In many ways, the BBC is doomed to fail whatever minority group or religion is portrayed in programmes, as the content often generates complaints from other minorities or faiths.

The study also highlighted that many viewers were concerned at the treatment of older women, who were often shown as feeble and unable to lead a normal life.

Others moaned that the organisation is tainted politically as left-wing or too liberal..

A BBC spokesman said: “We have strict editorial guidelines on impartiality, including religious perspectives, and Christian programming forms the majority and the cornerstone of our religion and ethical output.”

Filed Under: Age - Diversity Strand, Disability-diversity strand, Gender-diversity strand, Race and Ethnicity-diversity strand, Religion or belief-diversity strand, Sexual Orientation-diversity strand, Transgender (Gender identity)-diversity strand Tagged With: age, Customer Service, diversity strands, Equality Act 2010

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