Issue: a strategic need to ensure that their workforce meets legislative minimums for diversity.

Solution: IGC initially started to work to the specification given by the organisation however it soon became apparent there were many risks and issues which needed further attention which were brought to the clients attention.

Due diligence and research highlighted the increase in ethnical diversity, the ageing population and the increased numbers of working women. This means a changing workforce.

In ten years’ time, people from ethnic backgrounds will account for half the growth of the working age population. 80% of 2 million new jobs will be filled by women(¹). And, by 2010, 40% of people will be over 45(²), the age at which incidents of disability increases.

Embracing these demographic changes is vital for the effective running of business, and we brought diversity and inclusion to the forefront of strategic thinking. We reviewed the recruitment and training policy of the business adapting it to be more inclusive of:

1. Age
2. Bullying and harassment
3. Culture/religion/ethnicity
4. Family matters
5. Gender
6. Sexual orientation
7. Disability.

“Diversity at work” groups were set up to engage employee’s and senior leaders went through a work shop designed to broaden understanding of diversity issues.