UK think tank calls for greater understanding of workplace diversity by SMEs

Recent findings from a survey held late last year showed that the British workplace is cultural melting-pot. A third of all workers surveyed by human capital consultants, Penna plc for its ‘meaning at work’ research said they had been able to meet people from different walks of life through work, whilst a quarter of respondents felt work had helped to increase their knowledge and understanding of other cultures.

This should come as no surprise in today’s multi-racial Britain but race riots, acts of international terrorism and anti-discrimination legislation have in some ways hampered development in race relations.

Another recent study has demonstrated that in spite of having a policy in place for equal opportunities, the majority of local councils are split on what exactly defines equality and diversity.
There is clearly still a long way to go on this emotive issue, particularly in Yorkshire which has high levels of racial diversity.

The Policy Research Institute into Ageing and Ethnicity (PRIAE), based in Leeds, is attempting to establish just how far we have to go to achieve quality, or at best fairness in the workplace where ethnic issues are concerned. This summer it has launched its CEMESME research programme to gauge the Contribution of Ethnic Minority Employees to SMEs, in partnership with the Commission for Racial Equality and the UK Trade and Investment Council.

The University of Bradford is assisting in the compilation of the research report and initial questionnaire, with the University of Central Lancashire helping to produce a CD-Rom aimed at raising awareness of the advantages and benefits of diversity in the private sector.

Sales managers have long acknowledged that customers want to buy from like-minded, sympathetic people with whom they can identify, and Britain’s ethnic diversity rates are increasing year-on-year. But getting diversity right for companies is often seen as a headache: expensive to implement, a minefield of misleading red-tape, and something so individual that it has to be bespoke and comprehensive.

PRIAE already works with the Bradford Chamber of Commerce and Business Link West Yorkshire which both appreciate the necessary benefits of variety and representation in employment policy.

“Ethnic diversity positives in companies are either not registered or taken for granted,” comments Ahsan Malik, project leader for CEMESME in Yorkshire and the North-East. “A blend of nationalities and cultures usually leads to a more harmonious workforce. People are more tolerant and tolerable. This shows in that they get on well with each other which filters into their client relationships. They are also comfortable with a compound approach to problem-solving; they don’t come from one stock background with a formulaic attitude to solutions. This creativity means a more agile workforce with increased motivation.”

Aside from the basic profitability dimension that a company with a successful diversity culture avoids litigation and employee disputes in favour of high morale, recruitment is also made much easier as employees feel happy recommending their workplace to friends and family, whilst retention rates remain strong.

“Diversity recruitment means exactly that,” adds Ahsan Malik. “For employers considering the full picture of candidates to employ, they are looking at a totality of people and skills as opposed to a limited pool of similar individuals. As the market place becomes more internationally focused, research already conducted in the United States, has suggested that SMEs with a diverse workforce are more likely to be successful in the export market."

Story taken from onrec.com

More information from The Policy Research Institute into Ageing and Ethnicity