Diversity is to be seen AND heard

By BUSHRA ALI

WHEN ASKED ABOUT DIVERSITY AT organisations, the answer almost inevitably is that they have an equality and diversity policy. When I ask what that means, the explanation I usually get is that they have a ‘no tolerance’ policy on discrimination, and it is in the manual. When I ask how they actively encourage diversity in the workplace, the question is usually met with silence, and indeed it speaks volumes.

If the penny has not dropped yet, please allow me to recall a recent experience. I was recently interviewed for a position. The interview was conducted by two lovely gentlemen, named Mark and Mark, who asked me “Each time we recruit we never get applications from diverse sectors, what can we do differently?”

I asked whether the firm currently employed individuals from ethnic minority or diverse backgrounds. The question was met with a “No, we are not getting applications from those individuals so how can we employ them?”

I asked what was being done to demonstrate that individuals from diverse backgrounds are welcome. This question was met with the expected answer that “Our adverts state we have an equality and diversity policy and that applicants from all diverse backgrounds are welcome.”

I then asked, “What is done to show they are welcome?” but the question was not understood.

Recently I was interviewed as a finalist for a woman’s award by two females and a male, all white. When I was answering a question regarding hurdles I had overcome in my journey, I was explaining how as a single young Muslim female, I had my parents go ask their elders for permission to send me to study outside the local area. None of the Judges even flinched. I doubted they understood what I was actually relaying. None of them on the panel could relate to what I had experienced, despite how courteous they were towards me. Feeling understood was more important to me than the award.

It is indeed a sad state of affairs that organisations think they tick the ‘diverse’ box by having a mixture of men and women at the organisation. There are just as many organisations that believe they are a diverse company by having an equality and diversity policy. Unless these organisations shift in their way of thinking they will never see positive change.

Companies that are not receiving applications from diverse backgrounds need to ask themselves the question, why?

• Do you allow staff the option to take their lunch at a different time so they can go to the mosque for Friday prayers?

• As well as doing the ‘Christmas meal’ do you allow individuals to take a day of leave for their religious celebrations?

• Do you actively promote team building days that do not involve drinking yourself to the ground?

• Do you allow flexi-working for staff with caring responsibilities?

• What adjustments have you made or are you willing to make for staff that recognise themselves as having a disability?

• Do you give anything other than alcohol to reward someone for their hard work?

• Do you have a wellbeing officer?

• How diverse is your interviewing panel?

• If I was applying for a role at your firm, would I feel welcome if I was wearing a head scarf for religious reasons?

• Have you thought about bringing on someone external to your firm to join the interviewing panel to ensure it is diverse?

• When was the last time you reached out to equality and diversity teams at your local universities?

You need to be seen taking action

It is unacceptable to me when organisations complain they do not receive applications from diverse backgrounds when they have not analysed their own actions and how those are perceived.

What can you do to make a difference?

As a company there is plenty you can do that will not cost more than a few pounds and a bit of time, but I assure you it is time spent well. Have a team meeting and openly encourage the conversation on the make-up of the team, the application process, interview process and what more can be done to actively promote and encourage diversity in the workplace.

• Consider equality and diversity training for you and your team

• Take on a student for work experience from the not so usual background

• Meet up with your local university and learn how they are supporting students from diverse backgrounds into employment

• Appoint a wellbeing and diversity officer at your workplace

• Increase your active engagement with individuals from all backgrounds and walks of life

• Offer your time to mentor an individual who is perhaps not from the top university or belonging to a particular social class

• Offer a job to someone not because they have a 1st class degree, but for the passion and enthusiasm they show for the role

• Review your core values as a company

• Choose to support a charity.

Let me end with this. An aunty once shouted at me for laughing really loudly and told me girls are to be seen and not heard. I challenge you, diversity is to be seen AND heard.

Bushra Ali

Bushra Ali Solicitors