Resources

There are many articles available to manage and improve gender diversity in the workplace. There is wide recognition that this is the right thing to do for the performance and future-proofing of Companies and their workforce.

As previously stated, this charter follows a methodology of self-assessment, target-setting and review, and it prioritises continuous progression with goals set by and appropriate to each individual organisation. The Charter Committee recognises this may be made simpler by the provision of examples and reference material in one place. This section of the pack therefore aims to provide participants with background material to assist in starting the process.

Considerations for getting started include six Key principles for target setting below:-

  • Baseline – Understand the current status within your Organization. Document this status clearly as the starting point for your Organisation. Research has indicated areas that you can target including:-
    • Recruitment – Examine the people your organization hires and who it turns away
    • Training – Assess the time and effort put into workplace diversity training and the participation levels of current team members, including the Leadership team
    • External Diversity – Measure the diversity of the Company clients and vendors
    • Advancement – Are there advancement opportunities for persons of differing professional and educational backgrounds?
    • Culture Metrics – Are fairness, trust, honesty, and a welcoming environment part of your organisation’s cultural approach?
  • Clarity – Set clear targets with time-lines to ensure progress can be measured.
  • Small steps – Consider setting interim goals and measures as steps towards a longer-term goal. This will focus immediate efforts and encourage momentum, while enabling the organisation to monitor progress.
  • Control – Ensure managers are able to influence the metrics and have appropriate control over the strategies and initiatives to achieve the targets. Realistic
  • Set targets that can be achieved – This requires a thorough analysis of all of the possible barriers to achieving targets and the support needed for maximising the opportunities to achieve them.
  • Accountability – Create managerial accountabilities and rewards, e.g. linking remuneration or career progression to achieving targets.

Gender Diversity Charter Mark NI

This Charter enables organisations to apply for a charter mark which will recognise their commitment to, and progress on, gender diversity. The Charter follows a methodology of self-assessment, target-setting and review, and it prioritises continuous progression with goals set by, and appropriate to, each individual organisation.