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Legislation still key driver for diversity


The Chartered Institute of Personnel and Development’s (CIPD) Diversity in Business report reveals that legislation is still the top driver for improving diversity in the workplace.

More than two-thirds of organisations cited legislation as a key driver towards equality. Other factors included:

  • Recruiting and retaining the best talent – 64 per cent

  • Corporate social responsibility – 62 per cent

  • Becoming an employer of choice – 62 per cent

  • Because it makes business sense – 60 per cent

  • Because it is morally right – 60 per cent.

Of the 285 CIPD members surveyed, only 32 per cent cited trade union activities and 30 per cent said they were responding to the global market.

But CIPD diversity adviser Dianah Worman is concerned that legislation continues to be the major factor in promoting equality.

“While it is important to comply with the law, legislation alone is not enough to remove unfairness,” she said.

“Bias will continue, despite complex legislation, unless employers understand the benefits diversity can offer and invest the resources required to drive change that will support improved business performance.”

She suggested that diversity should be linked to an organisation’s business plans and reward schemes.

“Managers are often the decision-makers when it comes to recruiting, training and promoting employees, so linking diversity to objective-setting and reward makes sense,” she added.

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