Equality, diversity and inclusivity are vital to building a strong, engaged and innovative workforce. Without monitoring, it is difficult for any organisation to know where to start. We are here to help.
In the modern workforce, commitments to promoting equality, diversity and inclusivity (“EDI”) are growing in importance. As well as ensuring that the most capable potential leaders and staff are hired, today’s employees and customers place high importance on the diversity of the businesses they work with. Employers today must be able to show that they are taking proactive steps on EDI to attract the best candidates and work with the best companies.
In recent years, we have seen more and more employers try to take action to address EDI in their organisation. Many have opened up dialogue with staff members, and have started to assess what reporting, initiatives and support programmes can help develop their businesses and workforce.
The first step for most is working out what are their existing diversity challenges. This is difficult to do properly without accurate data. Collecting this data can be challenging, especially where a multi-country workforce means diverging rules across multiple jurisdictions. EDI data is usually highly sensitive, and processing this information is high-risk activity under both employment and privacy laws. There can be significant consequences of getting it wrong, from outraged staff and reputational damage to the potential for fines and legal claims
This guide exists to help you understand these rules. Our comparative traffic-light chart and detailed country summaries have been updated to help you understand what you can collect, and how you can use the data you obtain. If you want to know more, our HR Data experts are happy to help you navigate these requirements for your workforce.
View the guide now