The legal framework surrounding diversity and equality sets minimum standards to ensure that no individual is placed at a disadvantage because of their age, disability, ethnicity, religion, gender, sexual orientation or social background. Celebrating diversity in fact has benefits beyond simply being legally compliant; it is recognised as improving staff wellbeing and engagement.

Initiatives that work for one company may not necessarily work for another but there are three common questions that can help you develop a welcoming environment for all:

  • How does our company profile compare to that of our customers?
    Customers seek to work with suppliers that share both their make up and values. Inviting customers in to see firsthand the diversity of your workforce will give confidence that you understand your customers’ needs.   

Diversity levels not where they might be? Set workforce profile targets in all areas of your business (recruitment, training, promotion and retention), assess them regularly and report on progress across the company.

  • How do we turn our inclusivity strategy into practical activity?
    Appointing individuals who can represent diverse groups can accelerate buy in across the factory floor. By sharing their experiences, these ‘torchbearers’ can be the point of contact to galvanise staff ideas and effect change.

Companies that embrace diversity in the workplace report higher staff retention levels and run less risk of reputational damage. Beyond this financial cost, companies open to different ideas and styles of thinking are more confident in their innovation and decision making. Staying one step ahead of the competition in this way can only be good for business.

Cimteq is a leading global voice in the cable industry. It is committed to sharing its expertise on a whole host of subjects of interest to cable manufacturers through its online resource and elearning centre. Learn more at the Cimteq Academy.

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