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Diversity and Inclusion in the Workplace

FREDIE, #EveryDayInclusion, Inclusion...

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At Scantec we work with a number of clients across a variety of industries. Some of these clients work in high security environments with limitations and specific government requirements which can make working on certain sites a challenge. This client is one of Scantec’s largest and we have recruited for them for over 25 years. One of the biggest challenges we have encountered is their restricted requirement of only being able to employ British Nationals due to the highly sensitive information on site.

We decided to speak with the Diversity and Inclusion Manager find out what they are doing around FREDIE (Fairness, Respect, Equality, Diversity, Inclusion, Engagement). We wanted to find out what challenges they have faced, how they have overcome these challenges and how they have integrated FREDIE into the business.

Q. With Scantec just beginning our FREDIE journey, what 3 things would you say are the most important to help us deliver this in our business?

A. Communicate the why. ‘Why is this important?’ ‘Why should people care about it?’

Have a clear vision

Communicate constantly!

Q. How has your company approached the topic of inclusion internally?

A. Lots of engagement with those who are passionate about D&I.

Creation of employee resource groups with exec or director sponsors.

Again, we believe that there should be lots of communication.

Assuming positive intent when people use the ‘wrong’ or outdated language (use it as an opportunity to have a conversation and educate).

Q. What challenges have you faced with regards to changing the culture within the business?

A. Initially, the employees thought of D&I as being the ‘fun police’, stopping banter and there were concerns that people could no longer say/do anything without offending someone.

Q. How have you encouraged your employees to embrace the change? Do you have any tips for us?

A. Engage fully with those who are interested and want to do/know more. Acknowledge but don’t react to any ‘noise’ when you implement new things. Introduce relevant training in a variety of formats (face to face, e-learning etc). You may uncover historical biases about working at your company or personal biases become more vocal.  

Q. How do you encourage your employees to be aware of and consider their unconscious bias in your recruitment process?

A. Hiring managers are mandated to complete our company Diversity and Inclusion Toolkit and our Unconscious Bias e-learning training prior to carrying out interviews. We have also piloted a Competency Based Interviewing course which is being rolled out in Autumn 2019

Q. What are your future plans / targets for E, D&I moving forward?

A. We aim to deliver the strategy which has overarching goals and goals specific to our employee resource groups. We will continue with our memberships of enei (Employers Network for Equality and Inclusion), WISE (Women in Science and Engineering) and Stonewall and continually seek the latest best practice through creating new contacts and attending conferences and bringing what’s relevant into the company.