The Diversity Charter Mark
This charter recognises that organisations cannot reach their full potential unless they benefit from the rich variety of talents and abilities of all their employees. A balanced workforce is good for business – it is good for customers, for profitability and workplace culture.
The Diversity Charter Mark framework enables organisations to identify and reflect on institutional barriers facing minorities & underrepresented genders that impact on their career progression. In addressing these barriers organisations will progress the overall diversity agenda, and create positive working environments for all employees in the organisation.
Organisations that sign up to the Charter commit to advancing diversity & inclusion by:-
- addressing areas of unequal gender representation at all levels;
- removing obstacles faced by women (if applicable) at key points of career development and progression;
- implementing structural and cultural changes that help advance gender equality;
- putting in place a strategy and action plan to effect change.
Charter Mark organisations acknowledge that advancing diversity demands commitment and action at all levels of the organisation and in particular, active leadership from the CEO and those in senior roles.
- commits organisations to support the progression of women (or men if underrepresented) into senior roles by focusing on the executive pipeline and the mid-tier level;
- recognises that organisations are diverse and the starting points for each may differ, and thus each organisation will set its own targets, strategy and implementation plan;
- requires organisations to report on an annual basis on the activities and initiatives designed to deliver progress against these internal targets and to support the transparency and accountability needed to drive change.
- Progression to silver will require organisations to consider and address other areas of diversity such as LGBT, age, disabilities & minorities
My organisation pledges to promote diversity by:
- having one member of our senior executive team at Board level, who is responsible and accountable for diversity and inclusion;
- incorporating responsibility for gender diversity and inclusion at all management levels in the organisation;
- setting internal targets for reaching gender diversity in our senior and middle management;