Matthew Pinto-Chilcott of Consensus HR comments: “Following many of our previous blogs on the subject of Equality in the workplace, it is great to see that one of the best known British Institutions – Marks & Spencers are leading the way in having 55% female representation on the board. As outlined previously, Equality and Diversity in the workplace is a must for all. businesses within all sectors and should be part of a companies culture and Policies and Procedures. “
NEWS ARTICLE: Women have boardroom majority at M&S
The appointment of Cheryl Potter as a non-executive director means Marks & Spencer’s boardroom has a female majority for the first time in the retailer’s 140-year history. The addition of Ms Potter means the board has 55% female representation. Data from the Hampton Alexander report published a year ago would suggest M&S now has the highest representation of women on its board of any company in the FTSE 350. Fiona Hathorn, co-founder and chief executive of Women on Boards UK, said: “It is terrific to see the retail sector waking up to the need for women on boards. Ten years ago the retail sector had almost no women on its boards.” Recent research by consultancy Korn Ferry shows that the number of women given chief executive roles in the British retail industry hit a record high last year.
If you want to know more on how to manage Equality & Diversity within your organisation for the benefit of the company and employees, please get in contact now.
How to Develop an Effective Diversity and Inclusion Program. As a human resources consultant, I have seen the positive impact that a strong diversity and inclusion program can have on a company. A diverse and inclusive workplace not only attracts top talent from a variety of backgrounds, but it also leads to increased creativity, better problem-solving, and higher levels of employee engagement and satisfaction.
However, developing an effective diversity and inclusion program is not a one-time event, but rather an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can follow to develop an effective diversity and inclusion program:
Conduct a company-wide assessment:
The first step in developing a diversity and inclusion program is to assess your company’s current level of diversity and inclusion. This can be done through employee surveys, focus groups, and one-on-one interviews with employees. Use the results of this assessment to identify areas for improvement and to set specific goals for your diversity and inclusion program.
Establish a diversity and inclusion steering committee:
To ensure that your diversity and inclusion program is aligned with your company’s mission and values, establish a steering committee made up of employees from a variety of departments and backgrounds. This committee should be responsible for setting the direction of the program, and for ensuring that diversity and inclusion initiatives are integrated into all aspects of the company.
Develop a comprehensive diversity and inclusion strategy:
Based on the results of the company-wide assessment and the goals of the steering committee, develop a comprehensive diversity and inclusion strategy that outlines specific actions to be taken and metrics to be used to measure success. This strategy should address all aspects of the company, including recruitment and hiring, employee development, and company culture.
Provide training and development opportunities:
To support the growth and development of all employees, provide training and development opportunities that focus on diversity and inclusion. This can include workshops, webinars, and one-on-one coaching. Encourage all employees to participate in these opportunities, and make sure that they are accessible and inclusive to all.
Foster a culture of inclusion:
To create a workplace that is truly diverse and inclusive, it is important to foster a culture of inclusion. This can be achieved by encouraging open and honest communication, valuing differences, and creating an environment where all employees feel valued and respected. Encourage employees to share their thoughts and opinions, and provide opportunities for them to participate in company events and activities.
Monitor and measure progress:
To ensure that your diversity and inclusion program is effective, it is important to monitor and measure progress. Use metrics to track progress against specific goals, and regularly solicit feedback from employees to assess the impact of the program. Use this information to make ongoing improvements to the program and to ensure that it continues to meet the needs of your company and employees.
Developing an effective diversity and inclusion program is not an easy task, but it is an important one that can have a significant impact on the success of your company. By following these steps and committing to continuous improvement, you can create a workplace that is diverse, inclusive, and supportive of all employees.
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