Recent research indicates that a majority of UK employers lack stringent policies against workplace discrimination.
- Over half of UK employers do not enforce a zero-tolerance approach towards discriminatory practices.
- A significant proportion of employers have yet to implement effective diversity and inclusion strategies within their organisations.
- Employees express a desire for enhanced flexible working options from their employers.
- Current approaches to equality, diversity, and inclusion fall short of expectations, requiring further improvement.
A recent study commissioned by Winckworth Sherwood has highlighted a pressing issue in UK workplaces: more than half of the employers surveyed do not enforce a zero-tolerance approach to workplace discrimination. This absence of strict disciplinary measures for discriminatory practices indicates a substantial gap in organisational policies, despite increasing awareness and discussion around workplace equality.
Further exacerbating the problem, two in five employers reportedly do not have any form of a diversity and inclusion strategy, and 20% of businesses have taken no steps towards improving equality, diversity, and inclusion whatsoever. Such statistics underscore the inadequacy of current efforts and the urgent need for organisations to bolster their strategies to not only meet employee expectations but also to adhere to evolving legal and ethical standards.
From the employee’s perspective, the report paints a concerning picture: nearly half of the respondents believe their employers could do more to enhance diversity and inclusion. One in four employees perceive some form of bias within their organisations, further highlighting the need for concrete actions from employers. Among the most desired improvements is the availability of flexible working options, with almost half of the businesses not offering such arrangements, despite widespread discourse on new working models amidst the pandemic.
Additionally, the report from Winckworth Sherwood, compiled with data from a YouGov survey, reveals the challenges faced by remote workers who might suffer from ‘invisibility bias’. This bias predominantly affects women and individuals with disabilities, suggesting that employers must take proactive steps to ensure equitable treatment for all employees, regardless of their working environment.
One of the crucial insights from the report is the disparity in perceptions regarding leadership preparedness for managing a multigenerational workforce. Two in nine employees doubt their leaders’ ability to effectively lead a diverse age range, with age bias notably affecting workers over 55. The necessity for harmonious intergenerational work environments is evident, calling for strategic adjustments by employers to foster inclusive workspaces.
The findings underscore a critical need for UK employers to enhance their policies on discrimination, diversity, and inclusion, aligning them with contemporary expectations and ethical standards.
