Annual event hosted by the Employers Network for Equality & Inclusion (enei) to debate accountability in business. 77 percent of organisations support targets, whereas just 33 percent support quotas.
“Everyone, no matter their position within the business should be accountable for diversity in the workplace,” Rt Hon David Blunkett MP, enei Patron said on Thursday at the annual enei conference. “We’ve got to get people to believe it is right, not just make gestures” he stressed, emphasising that diversity needs to be built into the framework of a business. Accountability Counts was the focus of the event, supported by the Bank of England and Santander, which brought together over 150 employers and leading thinkers, including the Rt Hon David Blunkett MP, Charlotte Hogg, COO Bank of England, Helena Morrissey, founder of the 30 percent Club, Maggie Stilwell, partner, EY, Karen Fortunato, company secretary & general counsel, Santander, and shadow minister for women and equalities in the House of Lords, Baroness Glenys Thornton.
While there were many differing views on targets and quotas from speakers and panellists, there was general consensus that everyone, no matter their position in an organisation, has a part to play in diversity. Organisations in the audience were also asked their views on accountability and just a third (33 percent) supported quotas, whereas they were much more likely to be supportive of targets 77 percent. Maggie Stilwell talked about the importance of accountability sitting within all groups of the business and the steps that E&Y is taking through analysis of a variety of data to ensure this is the case. Whereas Helena Morrissey talked about the importance of a voluntary approach and ensuring businesses have the basics right, so that there’s sustainable change across all levels and not just on the board. Karen Fortunato, company secretary & general counsel at Santander talked about the importance of ensuring that line managers at the bank are genuinely interested in helping all colleagues fulfil their potential, with diversity and inclusion seen as an integral part of Santander’s people strategy.
The importance of building a solid pipeline was a strong theme, with its consideration necessary for a variety of reasons, including staff retention which avoids issues around recruiting more of the majority to fill places left by those in minority groups. Having a diverse and inclusive workforce is believed to have a direct impact on businesses’ bottom lines. “When people are excluded it creates noise and distraction, meaning that they don’t feel part of a team and may not go that extra mile.” said Maggie Stilwell, partner, EY. Karen Fortunato from Santander highlighted the importance of creating diverse talent pools at every stage when hiring, retaining, developing and promoting staff. She also referred to the importance of having good diversity and inclusion data, with the data ensuring that progress is made and approaches refined.
“The issue of women and other minority groups will be addressed partly by setting targets, but also by ensuring the pipeline is there” said Baroness Glenys Thornton. Denise Keating, chief executive of enei comments: “The issue of quotas and targets is a contentious topic and we heard from a range of speakers offering differing views. What is clear is that an organisation needs to listen to its staff and tailor approaches accordingly to ensure that everyone feels included at every level within an organisation. Organisations also need to consider the customers they are serving as all organisations have a responsibility to ensure their staff reflect the companies, customers and people they serve. I hope that following the conference attendees now feel more equipped to progress the debate around targets, quotas and accountability with their senior team”.
