86
Feature
PowerList 2008
Diversity
DissecteD
so many organisations that talk the talk about
inclusiveness are refusing to walk the walk. so is it
time for some radical solutions? asks Michael Eboda
D
iversity. it’s been a buzzword for years
now and every organisation worth its
salt will tell you how important it is
to demonstrate that it is behind the idea of
employing the best people, regardless of who
they are, where they are from or what they
look like and making sure that those already
working for them do so in an environment
that offers them the chance to be as good as
they can be.
yet, despite all the well-meaning
sentiments, the battle for the concept to be
taken seriously remains an uphill one.
the business case for cultivating a diverse
workforce is unequivocally established, but,
subject to a few exceptions, most companies
and organisations are paying only lip service
to the idea, their effort consisting of a few
right-sounding words on their website, an
equally pious statement from their ceO, and, pic: ©iStockphoto.com/Chris Schmidt
somewhere in the organisation, a diversity- there is: ‘No cap on ambition, no ceiling on workplace, ‘some organisations still see it as
related job or two, but little in the way of aspiration, no limit to how far you can rise.’ something to do with equal opportunities,
meaningful action. And he added: ‘i believe the countries that when it’s actually about employing the best
it is a sad state of affairs and warnings are going to succeed in future are those that and right people for their organisation.’
have come from very high places about the do most not to unlock some of the talents of clarke has a novel idea he believes will
repercussions if things don’t change. some of the people but do most to unlock all give companies the kick some of them need.
in what may one day come to be seen as of the talents of all of the people.’ He proposes the setting up of a Diversity
a groundbreaking speech, the Prime Minister, the message could not have been clearer: index that measures a company’s activity
addressing a Business in the community either we make an effort to find and utilise around diversity-related issues and compares
summit last December, told the audience that talent, regardless of where it is from, its it to other organisations on a daily basis.
there is an ‘economic imperative’ to improve ethnicity or its gender, or we get left behind ‘Having a Diversity index would mean
the skills base of the UK’s workforce. as an economic force. you get to paint the issue in a format that the
‘there is a vast reservoir of creative talent sadly, the latter option is looking people who run companies are used to: they
that we are not tapping,’ Gordon Brown said. increasingly likely because so many are used to measuring themselves against
‘the biggest challenge we’ll face as a organisations still don’t get it. ‘the real competition. As long as it was properly
country is how we can create a Britain in problem is that they don’t realise that they compiled, an index would give a good idea
which everybody feels that they have a don’t get it,’ says Patrick clarke Director of about what a company is really about.
chance to make the most of their potential.’ connections at eDF energy, who has long ‘When a ceO sees that their performance
He wants to see a nation, he said, where been interested in the idea of diversity in the on such an index impacts on their ability
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