Gender diversity: the business case factsheet

A factsheet on the business-case, human-capital and social arguments for promoting gender diversity in the workplace is now available as part of Relocate's new Global Mobility Toolkit. Download your free copy.

Global Mobility Toolkit: Gender diversity - the business case
The first components in Relocate Global’s new online mobility toolkit, which provides information, practical advice and support for HR, global mobility managers and global teams operating overseas, are now available to download.
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The content of the Business Case Principles – Key Diversity Issues factsheet, which forms part of the Diversity and Inclusion Toolkit, includes:
  • What is diversity, and why do equality and inclusion matter?
  • The social, human capital and business case arguments
  • Embedding an equality, diversity and inclusion culture
  • Economic expediency
  • International mobility and diversity
  • Useful contacts
  • Further reading
To keep up to date with best practice, and to gain strategic insight and operational know-how, download your free copy today.

SAMPLE CONTENT  

What is diversity, and why do equality and inclusion matter? 

The basic concept behind managing diversity is the acceptance that everyone in the workforce is unique. Harnessing people’s differences will create an inclusive, productive environment in which everyone feels valued, their talents are fully utilised, and organisational goals are met to best effect. Diversity consists of visible and non-visible differences. In the UK, discrimination law covers: gender; race; religion and belief; sexual orientation; gender reassignment; disability; age; marriage and civil partnership; and pregnancy and maternity. It provides protection against unfair treatment.In other countries, employment legislation may not be as comprehensive, and certain factors may not be recognised (for example, same-sex marriages) or be illegal (for example, homosexuality). An organisation transferring a heterosexual employee to work abroad should be aware that a non-married accompanying partner may be banned from entering certain jurisdictions on a visa of similar length to that of the employee; they may have to visit on a short-term tourist visa instead.Diversity goes beyond equality legislation; it also embraces a number of other personal characteristics, including personality, culture and background, language and accent, and working style. Recent reports have also focused on the potential discrimination faced by obese and overweight people.Organisational commitment to equality and diversity can be demonstrated by – and encapsulated within – inclusive employment policies and working practices. These support business goals by drawing on the full range of perspectives, skills, knowledge, understanding and talent of the workforce.In an increasingly global working environment, understanding and addressing the diverse needs of customers and other organisational stakeholders is critical to organisational success. The benefits of equality, diversity and inclusion are therefore immense, especially as organisations expand into an ever-increasing global marketplace.

The social, human capital and business case arguments  

There are three principal arguments in support of workplace equality, diversity and inclusion:
  • Social justice – This is concerned with the origins of inequality, acknowledging and tackling this as it is reflected in the organisation. It is primarily a moral or ethical issue, focusing on processes giving rise to inequality, and addressing them by providing equal opportunities and promoting acceptance and understanding
  • Human capital – This focuses on equality as a matter of practical outcome. Its main emphasis is the resource value of the employee to the organisation
  • Business case – This builds on social justice, but rather than having a focus on treating everyone equally, it recognises differences and the importance of tailoring practice fairly but linked to people’s individual needs. It also has links to the human capital perspective as it focuses on market competiveness (addressing/reflecting clients’ and customers’ needs) and corporate reputation and brand (being seen as a socially responsible/ethical employer and an attractive business to work for, thus appealing to the best talent) 
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For information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email .

Also in the Diversity and Inclusion Toolkit 

Available nowComing soon
  • Non Traditional Assignments and Family Expatriation
  • Raising the Profile of Assignment Diversity 

Other Global Mobility Toolkit components available now 

Employee and Family Support ToolkitGroup Moves ToolkitRelocation Policy Design and Review ToolkitTalent and Career Management ToolkitFor information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email A range of aligned products and resources will be available from the new Relocate Global e-commerce store, coming later this year.