What do you think about positive diversity quotas?

We should never encourage or entertain positive discrimination. Not only is it illegal but immoral; no one wants to be hired because they fit the trend or gap of the moment. ED&I is not a nice to have but a necessity. But, there is a correct way to implement changes within the organisation. This is one reason we are starting the monthly ED&I newsletter - to share resources, best practise and support groups - ED&I NEWSLETTER.

What's the difference between positive quotas and positive discrimination?

Positive discrimination - promoting someone solely based on a specific, protected characteristic - is illegal under equality legislation.

E.g. only hiring brown folks, promoting those who are disabled and choosing a female candidate only because you worry there is a distinct lack of females in your organisation. 

Positive action - allows an employer to take specific steps to improve workplace diversity.

E.g. increasing female representation on boards (by x%) by doing a,b, and c steps (e.g. Building the confidence, capabilities and careers of women through discussing STEM subjects in school, providing mentors in workspaces, enabling women to acquire practical skills, supporting social mobility and women from underrepresented backgrounds to get).

Do companies discriminate?

It's interesting to see that companies are getting #diversityandinclusion practices wrong ... because they aren't investing in the right people, processes or practices.

Earlier this week, the Royal Air Force (RAF) were caught out as they (apparently) inflated their numbers and led illegal practices to bring more female and ethnic candidates into training and positions vs their white male counterparts. We know that the "old boys" club does exist, and such practice isn't new, but it's not legal.

The interesting points are:

1. White men feel left out and discriminated against,

2. The senior pressure leaders placed on staff felt to bend the rules,

3. Lack of regulation enables companies to inflate numbers and get away with it.

So what, why does this matter in the context of business?

➡️Businesses are pressuring people to bring in "diversity hires."

➡️Organisations don't know the difference between positive action and discrimination.

➡️There is little investment in learning, leading and building inclusive teams.

This matters because the decisions we make today will ultimately impact the outputs of tomorrow. We need to ensure diversity from the ground up and inclusive practices which do not take advantage of the person or situation but enable access and breaking barriers. By pushing the behaviours, inflating numbers and belittling efforts of ED&I teams, companies are not only setting themselves up for a loss but placing themselves on the firing line for unethical practices.

This is another example of a business wanting to do well but behaving badly.

Monthly ED&I newsletter

ED&I is not a nice to have but a necessity. But, there is a correct way to implement changes within the organisation. This is one reason we are starting the monthly ED&I newsletter - to share resources, best practise and support groups - ED&I NEWSLETTER.