Walking the Walk?
Managers, Inclusivity and Organisational Success
This report, 'Walking the Walk? Managers, Inclusivity and Organisational Success', has found that senior leaders at UK organisations have an "equality, diversity and inclusion (EDI) blindspot", with big gaps between what HR decision-makers think is working to improve inclusivity and workplace culture, versus how employees see it. This disconnect shows a missed opportunity to harness the full potential of a diverse workforce.
The Role of Trained Managers
Informed by the Everyone Economy Advisory Committee, led by Sir Trevor Phillips, this report surveyed over 500 HR decision-makers and 1,000 employees with no management responsibilities to better understand the current state of workplace inclusion and to gauge what was making a difference to organisational success.
We found that trained and supportive managers who know what they’re doing play a bigger role in creating inclusive workplaces than a host of popular initiatives, including a positive workplace culture, flexible working arrangements and specific diversity and inclusion programmes.
Key Findings
Inclusive workplaces make a positive difference
HR leaders and employees both say their organisation believes that a focus on EDI is important for success.
However, there remains a big say-do gap
Half of HR leaders and a third of employees report having seen discrimination and / or micro aggressions in their workplace.
Managers are key to delivering inclusive workplaces
Having a supportive manager was the most influential factor in people feeling supported and included at work.
Management training makes a difference to inclusivity at work
Employees who say that their manager has received formal management training – not just EDI training - are significantly more likely to feel supported, fairly treated and that they can be themselves at work.
Key Recommendations
Leadership Teams
- Actively engage in and support your organisation’s inclusion strategy.
- Use data, model inclusive behaviour and provide manager training.
- Communicate and act swiftly against discrimination.
Managers
- Push for formal management training.
- Embrace new perspectives by committing to ongoing learning.
- Actively encourage feedback, creating positive ripple effects across the organisation.
Government
- Commit to a UK-wide management development strategy, recognising the role of trained managers and leaders in improving inclusivity, culture and organisational outcomes.
- Push for greater EDI accountability including through public sector procurement requirements.