Possible roles for the Organisation in Encouraging Diversity in the Workplace
Arup, designers, project managers and consultants, is committed to diversity in its workforce. We focus strongly on issues relating to gender. This arises from philosophical grounds, and fits neatly with our self-interest of recruiting and retaining the best possible staff.
Our approach has a number of strands:
• Positive steps to eliminate discrimination and harassment
• A flexible work environment allowing life choices
• Nurturing our staff through mentoring, appraisal and recognition of career progression and aspiration
• Getting more women into leadership positions
We have developed a 12 point plan to address gender issues in the firm:
1. ‘Supply’: Identify male and female candidates for promotion
2. ‘Demand’: Review tenure of leadership and promotion opportunities
3. Receptive Culture: Examine the behaviour of leaders on male and female staff
4. Celebrate Success: Success stories from all roles
5. Life Balance
6. Recruitment: Focused on attracting more talented women
7. Recruitment: Gender awareness in: Recruitment; Induction; Appraisals; Leadership; Exit interviews
8. Retention: Access to re-skilling and professional training
9. Retention: Networking with supportive staff from other firms
10. Retention: Contact maintained with staff on LoA
11. Retention: Linking Returnees to ‘buddies’ with experience of the reason for career breaks
12. Flexible working practices: Including job share and part-time work
This program has only recently been introduced. Already it is having a beneficial effect on our ability to recruit and retain female staff and on their work experience.
The paper will reflect Arup’s experience to date and intentions for the future.