How to Measure the Effectiveness of Your Equality and Diversity Policy

Managing equality and diversity in the workplace can prove difficult, particularly when drafting an effective equality and diversity policy that can respond to the shifting challenges presented by an increasingly globalised business world. Navigating differences of experience and expectation presents a unique set of hurdles, particularly when companies are striving to remain competitive. Crafting an appropriate policy can help employees understand their own place in a company and marketplace, as well as serving as a touchstone to help companies manage diversity responsibly.

The politics of globalisation and the realities of the United Kingdom’s changing cultural demographics mean that companies must now handle a diverse set of applicants and employees. An equality and diversity policy should help guide hiring practices by acknowledging and, as far as possible, facilitating a level playing field for applicants. Diversity can appear in many guises and forms, which are important to recognize and anticipate.

Increased access to higher education has diversified the field of qualified applicants in most industries. As workers from previously unrepresented economic, religious, and ethnic backgrounds enter the workplace, good policies should stress that application and hiring procedures do not discriminate against those from diverse backgrounds. Fostering a sense of awareness of diversity in the workplace can also have a meaningful impact on recruitment strategies. Companies that strive to maintain a sense of equality as well as a sense of diversity may broaden their areas of recruitment, and should examine their methods of evaluation to ensure that they do not discriminate against any set of applicants.

Disabilities, injuries, and poor health should also be tackled by an equality and diversity policy. Companies should recognize that workers often possess a diverse set of skills, and that physical impairment may not impact job performance. Usually, small adjustments can be made to the workplace that facilitate working with a disability. A policy should help codify a company’s responsibility to make sure its facilities accommodate workers who have a variety of physical needs. Ramps and elevators, for instance, can make the workplace wheelchair accessible.

A well crafted policy should also help address any significant disparities in gender when hiring employees. Although a company may not receive applications from qualified men, women, or transgendered individuals in equal percentages, a policy should codify a commitment to equality in hiring practices and workplace conduct.

Dealing with diversity in order to maintain equality demands flexibility from a company. No document can anticipate every scenario that may arise, but a good one can lay the groundwork for future solutions to future problems. Serving as a guiding set of principles, a policy can integrate itself into a company’s identity, as embracing equality and diversity become vital to remaining competitive in today’s marketplace.