Guide to Diversity and Inclusion in the Workplace


Guide to Diversity and Inclusion in the Workplace

Table of Contents

  • Introduction
  • The Business Opportunity for Diversity and Inclusion
  • Types of Diversity
  • Inclusion Supports Diversity
  • Requirements for a Successful Diversity Programme
  • Creating an Inclusive Culture
  • Recruiting for Diversity
  • Branding for Diversity
  • Resources


1. Bersin by Deloitte, Predictions for 2017, December 2016; 2. Bersin by Deloitte, Diversity and Inclusion Top the List of Talent Practices Linked to Stronger Financial Outcomes, November 2015; 3. Josh Bersin, Why Diversity and Inclusion Has Become a Business Priority, December 2015; 4. McKinsey, Why Diversity Matters, January 2015; 5. Source: University of Leeds, Ethnic Population Projections for the UK and Local Areas, 2001-2051, July 2010; 6. Source: The World Bank, “Labor Force, Female (% of Total Labor Force)”, 2016; 7. Higher Education Policy Institute, Boys to Men: The Underachievement of Young Men in Higher Education, May 2016; 8. Grant Thornton, Women in Business: Turning Promise Into Practice, March 2016; 9. Harvard Business Review, Diverse Teams Feel Less Comfortable - That’s Why they Perform Better, September 2016; 10. McKinsey, Why Diversity Matters, January 2015; 11. Office for National Statistics, “People of Working Age and State Pension Age,” National Population Projections: 2014-based Statistical Bulletin; 29 October 29, 2015; 12. UK Office for National Statistics, 2017; 13. Lifetime Poverty and Attitudes to Retirement among a cohert born in 1958, Centre for Longitudinal Studies, August 2017; 14. U.S. Census Bureau, The Changing Economics and Demographics of Young Adulthood: 1975–2016, April 2017; 15. Forbes, Why You’re Having A Hard Time With Your Millennial Employees — And What To Do About It, May 2016; 16. Census Bureau, Millennials Outnumber Baby Boomers and Are Far More Diverse, June 2015; 17. Office for National Statistics, 2016; 18. National Centre for Social Research (NatCen), British Social Attitudes 34, 2017; 19. U.S. Department of Veterans Affairs, Profile of Veterans: 2015, March 2017; 20. Family Resources Survey 2015/16; 21. Harvard Business Review, Neurodiversity as a Competitive Advantage, May 2017; 22. New York Magazine, High-Class Hobbies Will Help You Land a Top Job, Unless You’re a Woman, December 2016; 23. Deloitte, Diversity’s New Frontier, July 2013; 24. Deloitte University, Uncovering Talent: A New Model for Inclusion, December 2013; 25. The Journal of Educational Psychology, “Two Brief Interventions to Mitigate a “Chilly Climate” Transform Women’s Experience, Relationships, and Achievement in Engineering” 2015; 26. Fortune, Google’s Diversity Efforts Show Scant Progress, June 2016; 27.; 28. Wilson, T. D. Strangers to Ourselves: Discovering the Adaptive Unconscious, Harvard University Press; 29. Fortune, The abrasiveness trap: High-achieving men and women are described differently in reviews, August 2014; 30. Montana State University, Bragging rights: MSU study shows that interventions help women’s reluctance to discuss accomplishments, January 2014; 31. Organisation Science, Accounting for the Gap: A Firm Study Manipulating Organisational Accountability and Transparency in Pay Decisions, April 2015; 32. Glassdoor, Salary Negotiation Insights Survey, May 2016: 33 Journal of Experimental Social Psychology, Members of high-status groups are threatened by pro-diversity organisational messages, January 2016; 34. Harvard Business Review, Why Women Don’t Apply for Jobs Unless They’re 100% Qualified, August 2014