• Replies 16 replies
  • Subscribers 9 subscribers
  • Views 10785 views
  • Users 0 members are here
Options
Related

Diversity

Glenys

Perspectives welcome

A potential customer asked over the phone what our cultural mix was and elaborated, two other organisations they were also looking at were predominately, Muslim ethnicity. I replied I didn’t really know, on their insistence, I said I could only hazard a guess, but they were welcome to make an appointment to visit and see if they like our environment. They continued probing and I asked if they would like to hold whilst I asked senior staff.  I asked the question to a group of approx. 3 SLT staff one said we wouldn’t want that type of person here, if they are asking such questions.  I replied I can understand the question as I have been in a minority myself and can understand if someone would feel uncomfortable and asked if I replied 10% would that be approx.

An hour later I was confronted by my manager and told that I may be disciplined for racism.  The reason was and I struggle to understand, SLT say that there is no minority and I shouldn’t recognise minority.

Thanking you.

Parents

  • Hi Glenys

    I’d have thought that just about any employer other than small ones really ought to be monitoring the diversity of its workforce, particularly gender balance and ethnic composition, and that it’s usually HR’s role to do so. Monitoring of course has to lead to action, so if for example an employer’s workforce comes out as 97 percent white Caucasian and the percentage of this group in your local population is eg 70 percent, then your organisation has a problem, which usually HR must bring to the attention of senior management along with recommendations about what to do about it.

    If monitoring is taking place, then of course it’s no problem or issue to answer eg diversity queries from eg potential customers.

    Your SLT colleagues from what you say appear to be a pretty misguided bunch, but just about all you can do is try to put them on the right track and if you ensure that you generate and retain hard evidence of all this, then of course employment and discrimination law protects you quite comprehensively against the consequences of any unfounded allegations against you.

  • in reply to David
    Hello David
    Thank you for your prompt reply and sound advice, I keep thinking how what I said was wrong and when I asked how they perceived my statement they said it was my comment "I have been in a minority myself and can understand". The bit about not recognising a minority I believe is neglectful, as you mention above we should have some stats on the diversity.
    I have only been with this organisation for 6 months and I feel very uncomfortable sadly its not the time to move jobs at present.
  • in reply to Glenys
    I have felt physically ill since this incident, I have never felt so bad in all my 40+ working yrs. I will carry on and see whatever through. I believe in sampling being on the receiving end occasionally, as a reminder, empathy, with anyone on the receiving end of misguided HR advice. It is rare as most HR are fair and just people, in this case I believe its inexperience.

    Thank you again David, I am feeling a little better after digesting your reply.
    Looking forward to a Cipd meet up soon.
Reply
  • in reply to Glenys
    I have felt physically ill since this incident, I have never felt so bad in all my 40+ working yrs. I will carry on and see whatever through. I believe in sampling being on the receiving end occasionally, as a reminder, empathy, with anyone on the receiving end of misguided HR advice. It is rare as most HR are fair and just people, in this case I believe its inexperience.

    Thank you again David, I am feeling a little better after digesting your reply.
    Looking forward to a Cipd meet up soon.
Children