The progress of organisations towards achieving equality and diversity varies greatly from sector to sector. We look at some of the detailed figures behind the headlines.
were asked to indicate through a four point scale ("agree strongly",
"agree slightly", "disagree slightly", "disagree
strongly") the degree to which they agreed with the following statements:
● "Diversity and equality are embedded throughout our organisation, and not just seen as an HR initiative"
● "Our line managers understand the business benefits of diversity and equality strategies
● "Equality and diversity issues feature in our organisation's performance system"
"Diversity and equality are embedded throughout our organisation, and not just seen as an HR initiative"
● 59 per cent of respondents either agreed strongly or agreed slightly with the statement, while 41 per cent disagreed strongly or disagreed slightly.
● Most responses were in the middle categories of "agree slightly" (39 per cent) and "disagree slightly" (24 per cent).
● Public sector responses were more positive than the Private sector, though the margin was not wide. Among the public sector 24 per cent agreed strongly and 43 per cent agreed slightly with the statement, while in the private sector the corresponding figures were 19 per cent and 35 per cent. The level of respondents that disagreed slightly were 21 per cent (public) and 26 per cent (private), while those who strongly disagreed measured 12 per cent (public) and 19 per cent (private).
● There was some reduction in "agree" responses with increases in organisation size, illustrating perhaps the need for additional training and communications effort to accompany organisational growth. Among private sector organisations, for example, the levels of respondents agreeing strongly were 25 per cent (less than 500 employees) and 13 per cent (greater than 1,000 employees).
● The highest levels of disagreement with the statement were found in utilities (28 per cent disagreed slightly, 56 per cent disagreed