HR market revealed: 10 DEI stories affecting HR right now
Context is key when it comes to positioning your HR brand. With this in mind, understanding top HR concerns and what the HR media are currently talking about is vital knowledge for those seeking to establish themselves within the HR niche. In our new series, we’ll be uncovering the key stories that HR brands need to take note of right now.
In recent years, DEI - Diversity, Equity and Inclusion - has become an increasingly pressing issue for HR. In part, broader socio-political events have pushed issues of representation and equality to the forefront of thinking in everyday lives and the impact has been widespread. Now, discussions around what organisations can do to support change are more commonplace than ever.
Beyond this, however, DEI has proven to be important for business strategy too. Organisations that encourage diversity also promote diversity of thought and ideas which can positively impact innovation, collaboration, and business dynamics. The results can healthily impact a business’ bottom line. This realisation has also increased the importance of DEI for HR.
So what are some of the key DEI issues affecting HR at the moment? What DEI stories and events from 2021 are impacting HR strategies, policies and concerns?
While the overall list is extensive, here are 10 important ones to know about.
10 DEI stories affecting HR right now
1. Older groups hit hardest by furlough and redundancy
An independent think tank has recently warned that older workers are likely to be hit hardest by furlough. Data shows that 1.1 million people left the furlough scheme between April and May 2021. Despite this, over a quarter (26%) of furloughed workers aged 55+ who were furloughed in April 2020 were still furloughed in May this year.
For HR, there are worries that these high levels of furlough and unemployment for older workers will result in increased age discrimination cases. In the past year alone, age discrimination complaints to employment tribunals have risen by 74%.
2. Impact of COVID on ethnic minorities’ working hours
According to the TUC, ethnic minorities are more likely to be working in industries negatively impacted by COVID and are 3 times more likely than their white counterparts to have their hours reduced.
How COVID will continue to impact ethnic minority workers - who were identified as suffering from lower-paid work and a lack of employment rights, pre-pandemic - is a concern for HR professionals seeking to promote equality in their organisations.
3. The suspension on gender pay gap reporting
In 2020, the government announced a suspension on mandatory pay gap reporting in order to alleviate pressure for businesses experiencing unprecedented uncertainty and change due to the COVID-19 pandemic. While this suspension is due to end in October 2021, many HR professionals are concerned of the impact this is having on HR’s ability to more readily reduce the gender pay gap.
In fact, new research shows that while 1 in 5 female HR managers agree that men are paid more than women in their organisations, nearly 2 in 5 (38%) state that their organisation has not done anything to reduce the gender pay gap in the last year.
4. Pay discrimination for ethnic minority staff
A study conducted between 2019 and 2021 uncovered that black employees are far less likely to receive a pay rise after salary negotiations than white employees. Forty-two percent of black employees do not get pay increases after negotiation (double the number of white employees who have faced this experience). This number rises for black women too, as 63% reported no pay rise under these circumstances.
Though ethnic pay gap reporting is not yet mandatory like gender pay gap reporting, HR professionals should be keen to identify disparities in this area when carrying out DEI initiatives.
5. The debate around institutional racism in the workplace
The recent Commission on Race and Ethnic Disparities report, released by the government in March, stated that institutional racism no longer exists in UK workplaces. In contrast, the TUC argues that structural racism is still incredibly problematic, pointing to the fact that 1 in 6 Black or ethnic minority workers face insecure terms and conditions in their employment contracts, compared with 1 in ten of their white counterparts.
Subsequently, the government’s report and ensuing debate around institutional racism has the potential to undermine efforts from HR and DEI professionals trying to enact structural change surrounding racism within their own organisations.
6. The rise of “Long-COVID” discrimination
For many experiencing Long-COVID, the condition can have debilitating effects and can hinder individuals from working to their full potential. Despite this, there has been a rise in discrimination surrounding the illness as 52% of Long-COVID sufferers state they have felt discriminated against in the workplace.
Arguments are now being made to classify Long-COVID as a disability so that those struggling with it can have reasonable adjustments made for them at work.
7. Flexible working could hinder inclusive workforces
In many ways, flexible working has created new opportunities for employees to pursue a good work-life balance. However, concerns are growing over its potential to impact inclusion efforts within organisations.
The CIPD warns that some areas of the UK are better equipped for remote working than others, with areas such as Yorkshire and the Humber and the East Midlands having the poorest access to remote work. This analysis is based on factors such as where employees were allowed to work as well as organisations' informal flexible working policies.
HR is therefore being warned that a lack of preparation to provide inclusive working practices for employees across different locations could run the risk of creating a “two-tier” workforce.
8. Can remote working boost diverse recruitment?
Recruiting diverse individuals has always been a top priority for HR professionals concerned by DEI within their organisations. However, according to HireVue, the increase in remote working could positively affect DEI recruitment strategies.
Their research shows that 92% of hiring managers feel that location does not affect hiring anymore as, under remote working policies, talent can be found and utilised in any geographical area. As well as this, nearly half of hiring managers (45%) said they would consider hiring from “non-traditional areas” to boost their access to diverse talent pools.
9. Inadequate menopause support hindering women’s chances at work
Recent data shows that 48% of women with menopause feel less confident at work and 46% are increasingly stressed because of it. As a result, 45% of menopausal women would contemplate taking time off from work or would even consider early retirement.
Over three-quarters of menopausal women (76%) agreed that better support from employers (such as improved support networks, information and advice) is needed in this situation. How HR can provide better health and wellbeing support is, therefore, also an issue impacting DEI.
10. Promoting inclusive language in the workplace
Promoting an inclusive culture and ensuring employees are comfortable at work is a large part of HR’s effort when it comes to DEI. To help, discussions are ongoing to ensure leaders and employees are using the correct terminology when referring to certain groups and when discussing DEI matters.
More recently, introducing yourself with your preferred gender pronouns has become a point of interest, in order to avoid mis-gendering individuals in the workplace. Businesses have also been discussing the use of the ‘BAME’ (Black, Asian and Minority Ethnic) acronym and whether this term, (which is often used to group together and describe large numbers of individuals who don’t necessarily share similar backgrounds), is appropriate.
When describing the importance of choosing the right language surrounding DEI topics, Shannett Thompson, partner and co-chair of the Race, Ethnicity and Cultural Heritage group, said, “It is about respect. It is not enough in 2021 to ‘not be racist', we must be ‘anti-racist’, which is an active duty, and this means doing all we can to treat people appropriately, whatever their heritage or to whichever group they belong”.
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