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What practical steps can I take? (cont.)
- Whether the selection process recognises the need for diversity amongst the leadership and management group, or if in fact it is in danger of simply ‘cloning’ the existing leadership group
- Reviewing patterns of previous selection decisions – for example the extents to which women, people with disability and people from ethnic minorities have traditionally been selected for these types of role.
- Think about organising some diversity learning and development for your managers and employees – that can then be mainstreamed into the organisation, for e.g. does equality and diversity form part of the appraisal and induction process?
- Think about the way you develop your people. People are different and learn differently. Is one method of learning appropriate for everyone?
- Listen to your staff, gauge through a brief survey how they might like to balance their home and work life. Look at what the potential business benefits are to your organisation.
- Remember that cultural styles and behaviours make people different and this should be reflected in the way people manage, think and work
- Remember that the community your serve will be made up of lots of different groups. Careful and considerate planning can make the most of any external activity (marketing, recruitment etc) to ensure you reach the maximum audience. For example ensuring websites are accessible to all disabled groups. The avoidance of planning events on holy days or religious holidays.
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