[UK] Employers’ approach to DE&I is a make-or-break for workers

According to new research, employers’ attitudes to - and action taken to tackle - diversity, equity and inclusion (DE&I) and pay gaps in the workplace are quickly becoming a make-or-break issue for workers, DiversityQ reports.

ADP Research Institute’s ‘People at Work 2022: A Global Workforce View‘ report has revealed that more than two-thirds of UK workers (68 per cent) would consider finding a new job if they discovered their company had an unfair gender pay gap or no diversity and inclusion policy, the survey of almost 33,000 workers in 17 countries found. 

Although women are reportedly more likely to express this point of view, men are not far behind and younger workers feel particularly strongly about DE&I at work. The report explores employees’ attitudes towards the current world of work and what they would expect and hope for from the workplace of the future. 

Underperformance

Underperformance on DE&I could have an adverse impact on recruitment and retention. While the majority of employers recognise the importance of DE&I, around a third (34 per cent) of UK workers say their employer either talks about the importance of a gender pay equality policy or diversity and inclusion policy yet doesn’t have one or never brings it up at all. 

Sirsha Haldar - Managing Director, ADP UK, Ireland & South Africa - said, “Workers are weighing up ethical or cultural considerations when deciding whether to join or remain with an employer. They are willing to walk away if employers fall short when it comes to creating a diverse workforce and treating them fairly.

“The corporate moral compass is under scrutiny, and the onus is on companies to demonstrate they are taking the lead on good practice – or at least not falling behind. Since pay inequity is more of a dealbreaker for younger workers, there is likely to be a permanent expectation among both current and future workers that employers take DE&I seriously as part of their corporate culture.” 

Risk of failure

Mr Haldar added, “There’s a real risk that failure to be proactive in this area could act as a drain on talent. Employers could put themselves at a competitive disadvantage if they fail to seek out the best candidates from the widest pool. And they may struggle to retain highly-skilled or qualified women or people from a diverse range of ethnicities and backgrounds if they do not tackle pay gaps or deliver equality of opportunity.

“The ramifications could go even further, adversely affecting the way the company as a whole and its values and brand are perceived by staff and candidates of any description, as well as other stakeholders such as customers and shareholders.”  

Less than a third (30 per cent) of UK workers say their employer has got better at gender pay equality and diversity and inclusion than three years ago, and 15 per cent think they have worsened. 

Management teams, company owners and HR departments are cited as the primary drivers of gender pay equality, diversity, and inclusion within companies. Still, in 30 per cent of cases, workers say it is left up to employees, and almost a quarter (24 per cent) say no one is driving it.

Source: DiversityQ

(Link and quotes via original reporting)

According to new research, employers’ attitudes to - and action taken to tackle - diversity, equity and inclusion (DE&I) and pay gaps in the workplace are quickly becoming a make-or-break issue for workers, DiversityQ reports.

ADP Research Institute’s ‘People at Work 2022: A Global Workforce View‘ report has revealed that more than two-thirds of UK workers (68 per cent) would consider finding a new job if they discovered their company had an unfair gender pay gap or no diversity and inclusion policy, the survey of almost 33,000 workers in 17 countries found. 

Although women are reportedly more likely to express this point of view, men are not far behind and younger workers feel particularly strongly about DE&I at work. The report explores employees’ attitudes towards the current world of work and what they would expect and hope for from the workplace of the future. 

Underperformance

Underperformance on DE&I could have an adverse impact on recruitment and retention. While the majority of employers recognise the importance of DE&I, around a third (34 per cent) of UK workers say their employer either talks about the importance of a gender pay equality policy or diversity and inclusion policy yet doesn’t have one or never brings it up at all. 

Sirsha Haldar - Managing Director, ADP UK, Ireland & South Africa - said, “Workers are weighing up ethical or cultural considerations when deciding whether to join or remain with an employer. They are willing to walk away if employers fall short when it comes to creating a diverse workforce and treating them fairly.

“The corporate moral compass is under scrutiny, and the onus is on companies to demonstrate they are taking the lead on good practice – or at least not falling behind. Since pay inequity is more of a dealbreaker for younger workers, there is likely to be a permanent expectation among both current and future workers that employers take DE&I seriously as part of their corporate culture.” 

Risk of failure

Mr Haldar added, “There’s a real risk that failure to be proactive in this area could act as a drain on talent. Employers could put themselves at a competitive disadvantage if they fail to seek out the best candidates from the widest pool. And they may struggle to retain highly-skilled or qualified women or people from a diverse range of ethnicities and backgrounds if they do not tackle pay gaps or deliver equality of opportunity.

“The ramifications could go even further, adversely affecting the way the company as a whole and its values and brand are perceived by staff and candidates of any description, as well as other stakeholders such as customers and shareholders.”  

Less than a third (30 per cent) of UK workers say their employer has got better at gender pay equality and diversity and inclusion than three years ago, and 15 per cent think they have worsened. 

Management teams, company owners and HR departments are cited as the primary drivers of gender pay equality, diversity, and inclusion within companies. Still, in 30 per cent of cases, workers say it is left up to employees, and almost a quarter (24 per cent) say no one is driving it.

Source: DiversityQ

(Link and quotes via original reporting)