groups by grade), dismissal A Road Map to Inclusion: Organisational Maturity Phase1 Phase 2 Phase 3 Phase 4 Ignorance Knowledge Action Leadership/cultural/ No problem ‘Their’ problem ‘Our’ problem Everyone’s No problem organisational opportunity Symptomatic No policy for gender Targeted activity at HR interventions and The economic and Managers and response and social inclusion specific groups: women, support through the business case is supervisors take people with a disability, employee relations realised and responsibility for No HR support for older people function communicated by diversity, gender and those suffering leader social inclusion at all unequal treatment Basic equal opportunity HR own the issue; levels awareness in HR drive and Those at the top are Compliance-based recruitment function communicate accountable for Gender and social attitude and culture progress inclusion is ‘business Some training in Leaders and Minimal approach; as usual’ sensitisation of managers do not own Manager and legal minimum only legislation or gender the issues supervisors are Disaggregated data and social inclusion engaged informs future awareness decision making and Shared responsibility policy as a norm for gender and social inclusion Impact Hostile culture Little change to culture Gender and social High level of Mainstreaming and mind-set; some inclusion seen as an awareness Few visible women or Sophisticated patchy awareness and HR issue minority groups Economic and social governance helping people to ‘fit in’ Increased sense that benefits accepted Poor retention Exemplar employer
groups by grade), dismissal A Road Map to Inclusion: Organisational Maturity Phase1 Phase 2 Phase 3 Phase 4 Ignorance Knowledge Action Leadership/cultural/ organisational No problem ‘Their’ problem ‘Our’ problem Everyone’s opportunity No problem Symptomatic response No policy for gender and social inclusion No HR support for those suffering unequal treatment Compliance-based attitude and culture Minimal approach; legal minimum only Targeted activity at specific groups: women, people with a disability, older people Basic equal opportunity awareness in HR recruitment function Some training in sensitisation of legislation or gender and social inclusion awareness HR interventions and support through the employee relations function HR own the issue; drive and communicate Leaders and managers do not own the issues The economic and business case is realised and communicated by leader Those at the top are accountable for progress Manager and supervisors are engaged Shared responsibility for gender and social inclusion Managers and supervisors take responsibility for diversity, gender and social inclusion at all levels Gender and social inclusion is ‘business as usual’ Disaggregated data informs future decision making and policy as a norm Impact Hostile culture Few visible women or minority groups Poor retention Little change to culture and mind-set; some patchy awareness and helping people to ‘fit in’ Gender and social inclusion seen as an HR issue Increased sense that High level of awareness Economic and social benefits accepted Mainstreaming Sophisticated governance Exemplar employer
3T_Gender_and_Social_Inclusion.docx