WHY ARE DIVERSITY AND
There are clear moral and legal reasons to ensure diversity and inclusion in the workplace. Morally, ‘all staff should be able to look at their leaders and see themselves represented, and our patients deserve the same’.
Click here to view the NHS Workforce Race Equality Standard (WRES) report.
The Chartered Institute of Personnel and Development (CIPD) diversity factsheet also sets out the moral case emphasising that people matter: ‘The moral case for building fairer and more inclusive labour markets and workplaces is indisputable: people matter, and organisations must ensure their people management approaches do not put any group at a disadvantage. Regardless of our identity or background, we all deserve the opportunity to develop our skills and talents to our full potential, work in a safe, supportive and inclusive environment, be fairly rewarded and recognised for our work and have a meaningful voice on matters that affect us.’ CIPD
All providers of public services must comply with the Equality Act 2010 sections that relate to service provision and employment. All public sector organisations also need to comply with the Public sector equality duty. Further detail is provided in the Care Quality Commission’s Equally outstanding: equality and human rights – good practice resource.
EXHIBIT 3: THE DIVERSITY AND INCLUSION REVOLUTION: EIGHT POWERFUL TRUTHS
1. Diversity of thinking is the new frontier
2. Diversity without inclusion is not enough
3. Inclusive leaders cast a long shadow
4. Middle managers matter
5. Rewire the system to rewire behaviours
6. Tangible goals make ambitions real
7. Match the inside and the outside
8. Perform a culture reset, not a tick-the-box program