More companies adopt Diversity and Inclusion policies
A new survey commissioned by Express Employment Professionals has revealed a significant increase in the proportion of Canadian companies, who have implemented a diversity, equity and inclusion policy.
The proportion of companies that now have a diversity, equity, and inclusion policy has increased to 42%, up from 35% just five months ago, but 28% of companies say they do not plan to adopt one.
Bigger companies are more inclined to implement diversity and inclusion policies
The research revealed that the largest companies (with 100 or more employees) are almost twice as likely than the smallest companies (under 10 employees) to have a diversity, equity and inclusion policy.
Furthermore, while 85% of companies said diversity, equity and inclusion efforts are somewhat or very important, only 1 in 3 companies (33%) say they are taking steps to reach candidates that may not meet their traditional demographics (e.g. have unique backgrounds, are racially/ethnically diverse) in 2021.
The reasons why diversity, equity, and inclusion efforts are important to companies include:
- To support minority groups (49%)
- To foster acceptance and trust among employees (46%)
- To gain new ideas and perspectives (46%)
- To improve company reputation (33%)
- To comply with government regulations (32%)
Express advocates for more companies to diversify
Jessica Culo, an Express franchise owner in Edmonton, Alberta, has seen a significant increase in the number of employers that have implemented a diversity, equity and inclusion policy.
“In the looming war for talent, companies that will win and are able to attract and retain talent will be the ones that incorporate diversity, equity and inclusion and promote cultural intelligence into their operations and guiding principles,” said Culo.
KV Aulakh, an Express franchise owner in Barrie, Ontario, is seeing the same trend and points out the often-untapped talent of workers from diverse backgrounds.
“If a company is not recruiting and promoting workers because they are from an under-represented group, they are limiting their own ability for growth,” said Aulakh. “One thing we, as business owners, have to ensure collectively is that if a member of an under-represented group comes to our door looking for employment, we give them the same chance as everyone else.”
According to Culo and Aulakh, steps companies are taking when it comes to diversity, equity and inclusion include:
- Only partnering with other vendors or organizations that have a diversity, equity and inclusion policy in place;
- Providing diversity, equity and inclusion training to employees;
- Including acceptance of a company’s policy as part of the contract for new hires;
- Hiring more women and people from under-represented minority groups to management positions
- Ensuring the same criteria are used to objectively measure employee performance.
“As lockdowns end and hiring ramps up, companies should look to recruit a team with a variety of backgrounds, perspectives and ideas,” said Bill Stoller Express CEO. “Having employees with diverse experiences who can view challenges differently and come up with innovative ideas and solutions can help companies succeed and grow."
Experian’s 2021 Disability Equality Index top score
The American Association of People with Disabilities (AAPD) and Disability has awarded Experian North America the title “Best Place to Work for Disability Inclusion” of 2021.
The association is the nation’s largest disability rights organisation, which works to advance the inclusion of people with disabilities.
Experian is a global information services company, which assists customers in their data management. With 17,800 employees operating across 44 countries, Experian is listed on the London Stock Exchange and is a constituent of the FTSE 100 Index. Headquartered in California, USA, the company has a revenue of $5b.
Experian’s ongoing commitment to disability inclusion
People with disabilities represent over one billion people across the world, crossing the lines of age, ethnicity, gender, gender identity, race, sexual orientation, socioeconomic status and religion.
Experian North America earned a score of 90 out of 100 on the Disability Equality Index® (DEI), which is considered the world’s most comprehensive benchmarking tool to measure disability workplace inclusion.
The company has been applauded previously for its attitude to diversity and inclusion:
- For the third year in a row, Experian earned its recertification as one of Fortune’s 100 Best Companies to Work For
- Experian is among the top of Fortune’s Best Workplaces in Financial Services and Insurance
- The Human Rights Campaign Foundation gave Experian North America a perfect score in its Corporate Equality Index, also for the third year in a row
- Experian was also honored as a Comparably Top 50 company for Best Outlook 2021.
More inclusion to be done for those with disabilities in the world, says Experian
Staff at Experian are thrilled with the result, but understand that their inclusion journey is not over.
“I am thrilled Experian is being recognised for our ongoing efforts to improve disability inclusion for employees, in our technology and how we support our clients”, said Wil Lewis, Experian North America’s chief diversity, equity and inclusion officer. “We realise there is much more work for us to do, and to be done in the world, and we’re committed to continuing our focus on inclusion and belonging for all,”
"We are so pleased to partner with 319 companies this year on the Disability Equality Index”, said Jill Houghton, Disability:IN’s President and Chief Executive Officer. “Part of corporate commitment to disability inclusion is recognising your stance and using it as an 'aha moment' to drive the business investments needed to scale change. Inclusion and accessibility cuts across the enterprise, from cultural representation in the workforce, to technology acceleration, to incorporating supply chain diversity. These are tangible opportunities that leading companies can leverage to create sustainable impact for their business and brand."