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Report urges employer action to boost recruitment from diverse
groups
A report
examines the recruitment trends of female, ethnic minority and
disabled managers with the aim of informing ways of attracting more
diverse talent in the workplace. The report explores where
people from diverse groups look for work, what attracts them to a
job and to a particular employer. It encourages employers to develop
their understanding of job search habits if they are to avoid
overlooking the talents of diverse groups when recruiting.
Stephen Timms Minister of State for Employment and Welfare Reform
says:- “This study shows that it is vital that employers take
a close look at the methods they use to attract new recruits and to
appeal to all groups and not just a limited band of potential
employees. Understanding the aspirations of the whole workforce is
key to recruiting and retaining the best employees.”
The report, produced following a major research programme by the
Chartered Management Institute, Department for Work & Pensions and
Institute for Employment Studies, provides a picture of the
different career aspirations of managers from under represented
groups and the barriers that they perceive themselves facing. It
also offers practical explanations for employers when recruiting for
senior manager roles.
Offering an insight into the favoured job search methods of ethnic
minority employees, the study reveals that 67% of the 1,350 managers
surveyed regularly browse job adverts, with 56% admitting they are
actively seeking new roles. 67% also say they would consider moving
if the ‘right offer’ came along and 28% claim they are
registered with recruitment consultants. Asked how they
identify new opportunities, 81% scour newspapers, with 76% using
online job searches. 67% rely on personal networks or professional
bodies (60%). The results also show significantly different
approaches to job hunting methods across ethnic groups. Press
advertising, for example, is more popular amongst black managers
(4.30 on a 5 point scale), online searches are preferred by Asian
managers (4.22) and personal networking favoured by white managers
(3.86).
Yet despite the variety of search habits across ethnic groups,
indications are that print media continues to be a major source of
job advertising. The data shows that 37% of individuals claim
they found their current job through the press. Only 11% cited
online job searches as the primary source of the vacancy they
filled. Figures were similarly low for networking (25%),
recruitment agencies (12%), head-hunters and online advertising
(both 9%).
The report suggests
that perceptions of prejudice may be a key factor behind the desire
to find new jobs. For example, 1 in 3 Asian managers and 20% of
black managers indicate ‘racial discrimination as a barrier’
to career progression. This contrasts to just under 10% of those
from mixed ethnic background and 1% of white managers. The
perception is backed up by additional data outlining career ambition
and progress amongst under-represented groups. For example, although
more black managers want ‘a more senior managerial position’
(63%) than their white counterparts (52%), disappointment with their
current role is more acute amongst black (23%) than white managers
(13%).
Further evidence of discrimination is uncovered when respondents
reacted to questions about development opportunities. For example,
although 77% accepted their current job because of promised ‘development
opportunities’, just 45% believe their employer has developed
their skills ‘impressively’ or ‘well’. Ethnic minority
groups feel particularly let down, with more Asian (24%) and black
(22%) managers reporting ‘inadequate’ or ‘very inadequate’
development than white managers (16%).
Jo Causon, director, marketing and corporate affairs, at the
Chartered Management Institute, says:- “Despite increasing
demands for openness and transparency many of the barriers to
achieving greater diversity at a senior management level persist. It
should be a key concern for employers because they run the risk of
wasting a talent pool that already exists.”
Hülya Hooker, IES Research Fellow and author of the report, said:-
"This study reveals what is happening in practice in the
careers of managers. If organisations want management talent at the
top, it's there, and in an ethnically diverse pool. Recruitment
approaches must recognise that managers from different ethnic groups
are attracted by different benefits. What this talent has in common,
though, is a drive to be challenged, to grow, and to achieve. And if
the challenge and opportunity goes, so will they.
Organisations
therefore need to understand and engage with what really motivates
their managers, before and after recruitment - and long before they
hear the rustle of the jobs pages."
The executive summary can be downloaded from
www.managers.org.uk/recruitfordiversity. |
CONSUMER FAULTY GOODS CLAIMS ENQUIRIES INCREASE
THE UK's
leading and longest established group of investigative and testing
laboratories has recently seen a significant increase in enquiries
from householders hoping to take manufacturers and retailers to
court.
Manchester based
Shirley Technologies Ltd (STL) is a UKAS (United Kingdom
Accreditation Service) accredited laboratory providing competitive,
independent, expert textile testing, certification, advisory and
investigation services across the traditional and specialist textile
industries.
STL is an independent subsidiary of BTTG Ltd, formerly the British
Textile Technology Group. With more than 80 years experience,
Shirley Technologies Ltd provides unrivalled and expert reassurance
through its technical services to a global network of clients which
include manufacturers, retailers, the legal profession, police,
consumers and related interest groups including Trading Standards. Highly qualified and experienced technical staff work directly with
clients to ensure that they receive the best advice and service in a
wide range of technical areas.
Shirley Technologies (STL) says that more and more
consumers are picking up on faults ranging from colour variations,
colour fastness issues and poor manufacturing quality, to suspected
skin irritants, carcinogenic and allergenic dyestuffs in textile
products - and even evidence of manufacturers' risky cost-cutting
exercises.
"Around 75% of the calls, letters and emails we receive about
faulty or suspected harmful products are from consumers hoping to
take manufacturers or retailers to court, or to extract some sort of
compensation from them.
The issue is
that such action can be very expensive, and while some of the claims
are invariably valid - despite manufacturers rejecting such claims -
it will always be enormously expensive to drive through an action.
However, there are perils and
pitfalls on both sides: while consumers are usually put off by the
potential cost, once in a while principle will take over, and a
successful claim will be won." said Ian Strudwick of STL.
PARTICIPANTS WANTED for DNA series presented by Lorraine Kelly
Do you have
unanswered questions that could be solved by a DNA test?
Do you think you’ve
found a long-lost relative but need proof?
Are you seeking the
truth about a family secret?
Then we want to hear from you!
TV favourite,
Lorraine Kelly will soon return to our screens to present a second
series of DNA Stories on Sky Real Lives. The producers of this
unique series are now looking for participants from your area.
Made by SMG Productions, DNA Stories sets out to help people find
answers to unresolved family issues. With the help of a free
DNA test we can confirm the identity of a relative, or reunite you
with a long-lost sibling.
Participants are filmed in the comfort of their own home, where the
DNA test will be carried out by one of the leading DNA testing
companies in the country. Joined by their family, they then meet
presenter Lorraine Kelly on a private set, where the potentially
life-changing results are revealed.
Lorraine said:- “DNA testing is an intriguing subject and I’m
very excited about filming another series of DNA Stories. I have no
doubt the second series will be as successful as the first.”
Producer, Cameron Miller added:- “This show helps solve
people’s DNA dilemmas in a non-sensational way, without judgement or
conflict, and is different from anything else on television. I’d
like to encourage anyone with an unresolved issue that could be
solved by DNA testing to get in touch. This programme might give you
the answers you are looking for.”
If you are interested in appearing on the programme, we want to hear
from you! Please contact the production team on 0871 827 5020
or
email.
Those who call will be under no obligation to take part, and all
information is completely confidential.
The first series of DNA Stories aired on Sky Real Lives earlier this
year. |
