How to tell if an organisation is truly diverse

There has been significant evidence around both the importance of diversity and the lack of it in many workplaces for years, but 2020 saw a step-change in focus on this issue.

The growth of the Black Lives Matter movement, as a result of the murder of George Floyd, saw significant changes in the number of people talking about race, sharing stories and experiences of what that has meant in their lives and work. It was a pivotal moment for change.

Some organisations have stepped up to embrace that change, while others have fallen behind. Organisations have been shamed for ‘faux allyship’, rushing to put out statements showing solidarity and condemning the actions of racism in policing, all whilst having issues of diversity and inclusion on their doorstep.

While there has long been smoke and mirrors around such issues, the public is paying attention and holding organisations accountable for higher standards. It’s no longer good enough to talk the talk, all organisations need to walk the walk. Where terms like 'greenwashing' and 'purpose washing' have come into clear focus over the past few years, we’re now seeing diversity sitting right alongside them.

Diversity is clearly important to our Escape community. In our research, job seekers rated an organisation’s approach to diversity and inclusion as very important to them, with an average importance of 8/10 and more than 79% rating it as more than 7/10.

Our findings are echoed elsewhere, more than half of people surveyed by Weber Shandwick reported that their companies say all the right things about diversity, equity and inclusion, but do not do what they say. Of those participating in the same survey, 76% said they want their employer to commit to fighting racism, discrimination and unconscious bias, and 82% want a commitment to fair pay.

So, how do we figure out if an organisation is truly diverse? Diversity is about far more than race, the number of factors that define diversity is truly vast. Throughout an individual’s life, the unique biological and genetic predispositions, experiences and education shape who they are as a person. These nature versus nurture interactions are what diversify and evolve the human race, allowing individuals to connect and learn from each other.

What evidence should we look for if we want to work for a truly diverse organisation? Here are a few examples:

Neurodiversity

• Are reasonable adjustments made for neurodivergent candidates? e.g. More time or support in interviews.
• Is there a lot of mention of ‘culture fit’ which could deter those who are neurodivergent?  Many neurodivergent individuals think differently so signs that an employer doesn't value different ways of thinking from their staff could be off-putting.

Physical disabilities/abilities

• Can you find any mention of accessibility in the office or the tools and practices to support it?
• Is there disability leave?

Thought style

• Is there any mention of valuing differences of opinion?
• Are there any employee working groups?

Ethnicity

• Cultural references, languages spoken, or holidays celebrated

Race

• Is there a range of people working there?
• Look for examples of diversity and inclusion programmes and actions, not just statements.

Age

• Are they very focused on years of experience?
• Are there people in the organisation of different ages across different levels?

Gender

• Do they use gendered language?
• Is there a use of pronouns?
• Is there good representation across the organisation?

Sexual Orientation

• Do they publicly support LGBTQIA+ rights
• Are there any internal policies of support?

Education

• Is there a perception of elitism? Is there mention of university requirements or specific schools they’re looking for?

Socioeconomic status

• Is there an emphasis on particular types of people or valuing people with different backgrounds?

Marital status

• Do they ask in the interview if you’re married or partnered?

Parental status

• Is there any mention of flexible working?
• Do they offer childcare benefits?
• Is adoption leave equal to parental leave?
• Do they offer healthcare and life insurance for you and your family?

Criminal background

• Are there requirements to disclose criminal background as part of the application process?

Ideologies

• Does the organisation have political affiliations, partnerships, or a lack of bipartisanship?

Beliefs

• Do they offer ‘floating holidays’?
• Is there space for private religious or spiritual practice?

Work experiences

• Is there an emphasis on specific requirements in job descriptions?
• Do they ask for a specific career path?

It's clear that an organisation’s approach to inclusion has to be embedded across the business, going well beyond unconscious bias training. From advertising to recruitment, interviews to language. All touchpoints that we have with an organisation need to be looked at through the lens of inclusivity.

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