Figure 2.2 Reasons for having a policy (or approach) on equality matters Base: All respondents with a written policy or with a known approach, know (1,756) excluding don’t The vast majority (91 per cent) reported the organisation was concerned with complying with the law (Figure 2.2). A similar proportion said the owners (90 per cent) and managers (85%) felt it was morally important. Three-quarters (76 per cent) reported the organisation was concerned with how it was viewed by customers, suppliers and the wider community. Only 11 per cent were swayed by pressure from trade unions or staff. Table 2.5 Factors affecting policy or approach, by size and sector Cell percentages Organisation size Sector 2-9 10-49 50-249 250+ Private VCSE Public Total % % % % % % % % 92 93 94 91 92 98 93 Moral reasons* 93 Important how 74 79 84 91 73 95 87 76 viewed Pressure from 11 10 9 26 10 9 18 11 staff/TU Respondents 774 494 331 157 1316 170 270 Base: All respondents with a written policy or with a known approach, know (1,756) excluding don’t * Includes references to owners and/or managers An overwhelming majority of organisations with an approach to equality matters are motivated by what could be called social responsibility (Table 2.5), that is, a concern to do what is morally right. This holds true across organisation size and sector. However, there is also a sense that organisations are concerned to be recognised as socially responsible with their image being important. This motivation is greatest for large establishments (with 250 or more employees) and least for private sector organisations. Pressure from trade unions and staff is an issue for a quarter (26 per cent) of large organisations but only around one in ten smaller establishments. It is more common in the public sector than in the private or VCSE sectors.
Figure 2.2 Reasons for having a policy (or approach) on equality matters Base: All respondents with a written policy or with a known approach, excluding don’t know (1,756) The vast majority (91 per cent) reported the organisation was concerned with complying with the law (Figure 2.2). A similar proportion said the owners (90 per cent) and managers (85%) felt it was morally important. Three-quarters (76 per cent) reported the organisation was concerned with how it was viewed by customers, suppliers and the wider community. Only 11 per cent were swayed by pressure from trade unions or staff. Table 2.5 Factors affecting policy or approach, by size and sector Cell percentages Organisation size Sector 2-9 10-49 50-249 250+ Private VCSE Public Total % % % % % % % % Moral reasons* 92 93 94 91 92 98 93 93 Important how viewed 74 79 84 91 73 95 87 76 Pressure from staff/TU 11 10 9 26 10 9 18 11 Respondents 774 494 331 157 1316 170 270 Base: All respondents with a written policy or with a known approach, excluding don’t know (1,756) * Includes references to owners and/or managers An overwhelming majority of organisations with an approach to equality matters are motivated by what could be called social responsibility (Table 2.5), that is, a concern to do what is morally right. This holds true across organisation size and sector. However, there is also a sense that organisations are concerned to be recognised as socially responsible with their image being important. This motivation is greatest for large establishments (with 250 or more employees) and least for private sector organisations. Pressure from trade unions and staff is an issue for a quarter (26 per cent) of large organisations but only around one in ten smaller establishments. It is more common in the public sector than in the private or VCSE sectors.