Brief from the Steering Group to Athlone Institute of Technology

In July 2007 the Equality Authority published a review by Professor Kathy Monks, LInK – Learning, Innovation and Knowledge Centre, Dublin City University Business School, of the research evidence on the relationship between workplace initiatives on equality and diversity and organizational performance.

In the forward to the text, Lucy Fallon-Byrne, Director of the National Centre for Partnership and Performance, and Niall Crowley, Chief Executive Officer, The Equality Authority, assert The Business Impact of Equality and Diversity: The International Evidence “… provides a valuable and accessible review of the research …[and] … builds a compelling business case for investment in workplace equality and diversity.”

It is the feeling of the committee that there would be value created from the review for local area employers, particularly those in the SME sector, if the ideas and concepts presented in the report, particularly those relating to measures and tools, could be translated into systems useful in sector to prove the cost benefit.

Professor Monk develops the model of an Equality-Diversity Value Chain (below) which she utilises in the report to map the linkages between investment in equality and diversity initiatives and outcomes for both employees and employers.  She supports the model with a set of tables that include measures, tools and benefits analysis.  While her conclusions are compelling there remains a gap between the research and the ability of the SME sector manager to measure the benefit for him/herself within the context of their business.  In other words, there are no simple tools a manager can use to “see for themselves” the value of equality and diversity to their business and the impact on profitability.

Among the tables is also a list of organisations and information/services they provide in this area (Table 4.4, pp 50 – 51).  These include training materials from IBEC, checklists from CIPD and information from the Equality Authority as well as information from a variety of resources outside the state.  Additionally, both the SFA and ISME provide assistance on policies and procedures in this area and there have been a range of projects, including an Equal project based in Athlone that have produced sample documents and other tools for employers. 

SME businesses, by in large, have an interest in maintaining a good public image and are concerned with being fair and reasonable employers.  At the same time they are faced with real constraints in resources such as time, finances and knowledge.  These businesses need real tools they can use quickly and easily to assess the impact of changes they make in the nature of their policies and procedures, working arrangements, and the composition of their workforce on their bottom line.  At the moment, for many employers the gap between a “Business Strategy” and positive change in “Organisational Performance” is purely a leap of faith.  If they can be given the tools and systems that allow them to move through the process and see the results in real time, then they can be encouraged to make an even greater investment in Equality and Diversity initiatives and move from compliance based policies and procedures into profit based activities.

Specific Nature of Assistance:

1. Compile a compendium of tools and measures usable by SME sector businesses (particularly those without significant HR resources) in a simple to use format
2. Suggest a system based on the Equality-Diversity Value Chain or similar model that can feasibly be implemented in the sector
3. Devise specific measurement tools usable by SME managers to deliver real time feedback on the system
4. Provide sample charts and diagrams or other metrics to support ISO systems and/or complement Six Sigma style measures

 Addendum dated 16 September 2008

A proposal forwarded to the Equality Authority by the Athlone Chamber in respect of funding for this project has been approved and €10,000.00 has been made available subject to clarification of the following:

• The research be informed by additional research published by Patrick Flood et al., DCU, titled “New Models of High Performance Work Systems: the Business case for Strategic HRM, Partnership and Diversity and Equality Systems, 2008
• The Equality Authority would explore facilitating a meeting between the AIT team and Kathy Monks and Patrick Flood
• The project leader liaise with “Athlone Promoting Workplace Equality” and work with the project to utilise the Athlone Promoting Workplace Equality companies and the Equality Officers network to develop and trial the tools
• That the output be tools and measures of practical value to Owner Managers of smaller indigenous companies
• That the project provide progress reports on a set basis to the Athlone Promoting Workplace Equality (project of Athlone Chamber)
• The researcher provide some comment insight into the crossover of their research into establishing the value of promoting the provisions of Equal Status