{"id":28256,"date":"2019-10-30T15:24:17","date_gmt":"2019-10-30T15:24:17","guid":{"rendered":"https:\/\/digileaders.com\/?p=28256"},"modified":"2019-10-30T15:24:17","modified_gmt":"2019-10-30T15:24:17","slug":"the-great-equality-challenge","status":"publish","type":"post","link":"https:\/\/digileaders.com\/the-great-equality-challenge\/","title":{"rendered":"The great equality challenge"},"content":{"rendered":"

By the year 2025, it\u2019s estimated that 75% of the global workforce will be made up of millennials, meaning this group will be in the majority of leadership roles in the next decade. They have a unique take on the issue of diversity \u2013 not viewing it simply as gender, race or demographics but more a melting pot of experiences, learning styles and varying perspectives.<\/p>\n

Added to this, a recent Deloitte Millennial Survey showed that almost three quarters of these individuals, who have no doubt grown up in a more diverse world, believe their organisation is more innovative when it has a culture of inclusion. So for businesses to recruit and retain a strong, balanced and creative workforce, diversity and inclusion (D&I) are fundamental to the organisational culture.<\/p>\n

Challenge the status quo<\/h4>\n

In a similar way to many companies operating in the technology sector, we already have a diverse organisation and have made lots of progress in recent years. But we recognise that there is still a way to go to help people feel they\u2019re working in a truly inclusive organisation.<\/p>\n

We need to look at the full employment cycle right from recruitment. We push to make sure adverts are placed where they\u2019ll be seen by all, ensuring we have a mixed group of candidates for roles and actively challenging any lack of diversity we see. Details such as the wording in adverts are checked to make sure they don\u2019t discriminate. For example, we avoid phrases such as, \u2018Hit the ground running\u2019 as it\u2019s been shown women are deterred from applying for jobs if they feel they don\u2019t immediately meet 100% of the job description.<\/p>\n

Through our online induction process and welcome sessions, we set the scene for Civica as an international business and encourage a global mind set in all our employees. When it comes to our leadership training programmes, we have a full D&I element, including online modules on uncovering unconscious bias and understanding the challenges which some people may face. We also focus on what can leaders do to both support diversity and also challenge any inappropriate behaviour they may see \u2013 vital if we are to move forward in this area.<\/p>\n

Talent for the future<\/h3>\n

One of the key things we\u2019re passionate about is supporting young talent into the tech industry, such as running coding programmes in schools and partnering with organisations such as Young Enterprise and The Tech Talent Charter. We want to show young people that you don\u2019t necessarily need a degree in maths or a Russel Group University degree to enjoy an amazing career in the tech sector.<\/p>\n

Alongside this we must grow our own talent. There\u2019s no doubt that the technology businesses which are showing the most momentum in increasing diversity, especially in senior positions, are doing so by nurturing their own skilled people and spotting leadership attributes early on. For example, we have some amazing women working in tech roles at Civica and we\u2019re looking at how we can best support these people to take the next step in their career through mentoring and training.<\/p>\n

Diversity of thought<\/h4>\n

There\u2019s also a strong business case for diversity and inclusion: a recent survey found that inclusive companies are 1.7 times more likely to be innovation leaders in their market. We must represent both our own wider organisation and our customers through having diverse leadership and teams; ultimately leading to better decision making and resilience in the marketplace. It also cements our position as an Investors in People Gold business and employer of choice \u2013 with 67% of people on Glassdoor stating that a diverse workforce is vital when considering job offers.<\/p>\n

There\u2019s no arguing that technology can be a great enabler within a business, uniting people through collaborative online platforms and allowing flexible working practices. But we do need to consider how technology can be exclusive when looking at diversity issues. With news reports showing how facial recognition tools can fail to work in recognising people with darker skin tones for example, we must make sure we have diverse teams working on our own technology development and innovation programmes, to make sure they work for everyone in society.<\/p>\n

It won\u2019t stick without inclusion<\/h4>\n

To quote Vern\u0101 Myers, VP Inclusion at Netflix, \u201cDiversity is being invited to the party: inclusion is being asked to dance.\u201d While we have a wide range of projects in place, supported by our entire business, we must make sure we don\u2019t alienate any people in our discussions and progress \u2013 everyone adds value and our policies must be accessible for all. For example, flexible working polices shouldn\u2019t just be for working parents but available for everyone to use where appropriate.<\/p>\n

Diversity, as the word suggests, comes in all guises. Aside from race, gender and sexuality, we\u2019re also talking about issues such as neurodiversity \u2013 how to gain a better understanding of people with Asperger syndrome for example, making sure they feel included and can access company events and updates in their own way, whether it\u2019s a one-to-one catch up outside of an event if this situation would suit them better.<\/p>\n

Ultimately, we must continually reassess to make sure we\u2019re remaining inclusive to everyone. After all, as we spend almost as much time in the workplace with colleagues as we do with our families, an inclusive workplace is crucial to both our organisational success and our personal happiness and ambitions.<\/p>\n

\n

Originally posted here<\/a>.<\/p>\n

More thought leadership <\/i><\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

By the year 2025, it\u2019s estimated that 75% of the global workforce will be made up of millennials, meaning this group will be in the majority of leadership roles in the next decade. They have a unique take on the issue of diversity \u2013 not […]<\/p>\n","protected":false},"author":11,"featured_media":28261,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"class_list":["post-28256","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","topic-diversity"],"acf":[],"yoast_head":"\nThe great equality challenge | Digital Leaders<\/title>\n<meta name=\"description\" content=\"By the year 2025, almost 75% of the global workforce will be made up of millennialsmaking up the majority of leadership roles in the next decade\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/digileaders.com\/the-great-equality-challenge\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" 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