Research reveals a significant gap in UK employers’ approach to workplace discrimination.
- Over half of UK employers lack a zero-tolerance policy towards discrimination.
- A concerning 39% of employers do not have a diversity and inclusion strategy.
- 47% of employees feel current inclusion efforts could be improved.
- Flexible working is not widely adopted, despite employee demand.
The latest findings reveal that more than half of employers in the United Kingdom do not implement a zero-tolerance stance against workplace discrimination. This approach, or lack thereof, often means failing to discipline or dismiss managers who discriminate, according to research commissioned by Winckworth Sherwood.
In the same vein, a startling 39% of employers have not established any form of diversity and inclusion strategy, and 20% have not taken any action to enhance equality, diversity, and inclusion. These statistics underscore a substantial amount of work still required to advance employment equality, diversity, and inclusion across the UK.
Support for these findings is evident from employees themselves, with 47% of participants in the survey indicating that employers could do more to improve diversity and inclusion efforts. Additionally, 25% of employees perceive their organizations to be affected by some bias.
The demand for flexible working arrangements is notably high among employees, yet less than half of businesses currently offer it. This gap highlights a disconnect between employee needs and the policies in place, especially considering the shift towards hybrid working models and shorter work weeks.
Conducted by YouGov, the survey involved over 1,000 employees and 600 HR decision-makers from diverse sectors, including finance, legal, and healthcare, among others. The comprehensive report by Winckworth Sherwood emphasizes the potential benefits for employers who foster greater equality, diversity, and inclusion, which range from driving innovation to attracting talent and mitigating legal risks.
The report outlines various challenges faced by employers, such as the risk of ‘invisibility bias’ for remote employees and the need for leadership equipped to manage a multi-generational workforce. Specifically, age bias against workers over 55 presents a notable issue.
Despite advancements in workplace policies, significant gaps remain, necessitating continuous improvement efforts. This sentiment was echoed by Louise Lawrence and Harriet Calver, co-authors of the report, who stressed the ongoing process required to adapt to changing work attitudes and maintain employee loyalty amid dynamic employment landscapes.
UK employers must implement and enhance policies on discrimination, diversity, and inclusion to meet evolving workforce expectations.
