Diversity Issues

Supported by Capgemini, at this dinner Business in the Community's Gender Equality Director, Chloe Chambraud will present the latest trends on sexual harassment, explain why it matters and what employers can do to tackle it and create an inclusive culture. 
This toolkit provides guidance, advice and best practice on how to equalise the earnings and positions of women and men in your organisation and close your gender pay gap.
You’ve calculated your gender pay gap, now you can explore the data in more detail. Why, in 2019, do women earn on average less than men and what’s driving your gender pay gap?
LGBT+ people make up between 2-5% of the population of the UK but are still experiencing high levels of discrimination in the workplace and significant inequalities, especially around mental health and wellbeing.
Working with Pride combines insights from two of BITC’s flagship studies (Mental Health at Work and Equal Lives) produced in partnership with Mercer Marsh and Santander, to shine a light on the issues facing LGBT+ people in the workplace. The report finds that:
Nearly three-quarters of LGBT+ people said that they had experienced mental health problems relating to work (74%)
Experience of mental health issues was a third higher among LGBT+ employees
Younger LGBT+ employees were found to be particularly vulnerable
Gay & bi+ employees are not accessing carers’ support as much as their colleagues
Based on the findings in this report we have made three core recommendations for businesses to act upon: Recognise, Respond and Role Model.
Business plans:

87% of benchmarking organisations have a business case for diversity and inclusion, with 77% updating it annually


Fewer organisations have a specific business case for race (60%) and for gender (61%)


59% of organisations have a separate diversity business plan per business unit
Strategies:


84% of organisations have a diversity strategy, but less than half of these (48%) place it in the public domain


More positively, the diversity strategy of 86% of these organisations is driven by an action plan
Accountability & leadership:


Employers are slightly more likely to make senior leaders accountable for delivering gender diversity, equality and inclusion strategies than for ethnicity strategies


Heads of Functions are more likely to have performance-related pay linked to achieving diversity and inclusion objectives for gender than for ethnicity (65% and 58%, respectively)


Only 57% of organisations have a board level Champion for gender and for race


Only 57% of organisations have a race champion at board or equivalent level, yet 67% have a race champion at senior manager, diversity or HR professional levels