Marzena Strzelczak: Diversity management in Poland. Where are we? Where are we heading?
During the year, we managed to recreate the years since the inauguration of the Diversity Charter in Poland. Another decade ago, the results of the “Diversity Barometer” developed by the Lewiatan Confederation were published. I remember that that product and the product, that the topic – hardly visible at the time – is quickly gaining in importance, not only Polish workplaces will change, becoming a function of the functioning of many companies.
So how are we today? Are changes in the approach to DEI (Diversity, Equity and Inclusion) assessed on the Polish labor market? As the Responsible Business Forum (FOB), coordinating the Diversity Charter, thoroughly to be checked, carrying out a study referring to the first prototype from 2012. We examined 800 medium and large companies in the industry, taking into account the specificity and structure of the Polish economy.
The conclusions brought by the latest analysis are, on the one hand, a confirmation of the thesis that creating inclusive places in Poland is still a big bonus for the company. On the other hand, DEI’s strategy, policy and collaborative activities are seen to support socio-cultural processes.
Awareness is not everything
Almost every second (49%) company surveyed by us confirmed that they know the concept of diversity management. Due to the fact that with the proposed increases, this was higher in the case of the company. However, mere knowledge of the term does not mean carrying out activities in this area.
On average, only one in three companies declared to be active, although it should be noted that in the group of a specific indicator, it is almost next to ten. When we asked about the types of programs provided by a group of employees, to find that these types of solutions work in 15 percent. reliable.
therefore concludes that despite some specific disputes (as for issues related to the management of aspects of the company’s operation) of the media coverage of the subject of DEI, the issue with which a rather characteristic dimension of activities is associated should be included in internal documents or policy. Not surprisingly, only 3% company surveys have a formal document on the diversity management strategy.
It is worth adding that even if we take advantage of the fact that the essence of the subject, then what are the services. On the plus side, cooperation with the industry, financing and real estate. Much less is the knowledge about DEI in the state or construction.
Who do employers in Poland support?
The basis of diversity management is diagnosing the needs of employees and implemented activities, which, by building, include the operation of workplaces in the operation of the effect function. The point is that as much as 85% of that do not carry out activities that are aimed at supporting specific groups of employees and employees. This is intriguing in the context of many challenges, taking into account the impact on the labor market in Poland, for example, the activity rate of people with disabilities or the issue of combining work with specific children or dependents, such as parents.
On average, more than two-thirds of enterprises that use people with disabilities. These, however, are limited to 4 percent. total employees. Therefore, it is not surprising that ten out of the surveyed employees – regardless of size or industry – pay contributions to PFRON. 44 percent (in the case of a large company, up to 56 percent) declare that using the assistance of people with disabilities. The rules apply to people in wheelchairs – this is how “disability” is often understood. So it’s good that more and more is being said about other aspects of DEI, such as exemplary neurodiversity, which adds new initiatives on this topic, such as emerging research and postgraduate studies.
Polish society is one of the fastest aging in Europe. However, a glance at the results of FOB research shows that employers in Poland do not yet notice these challenges. It is worth appreciating those (and there are about 22 percent of them) who are already implementing activities aimed at supporting employees and employees over 50, thanks to, for example, training. As you can see, the employer does not really see the business benefits associated with these employees. And it is their perspective that can bring new value to services and products designed to think about the immediate and then quickly group of recipients.
Building defining the organization to also identify opportunities and isolate needs for employees. And often time and work organization, e.g. in a hybrid or mobile formula. In the list, we indicated that for some companies the mere fact of using people aged 50+ was performed for their benefit. Nothing higher is wrong – non-discrimination, i.e. compliance with the law, is not yet a manifestation of diversity management in the organization.
A group that needs support, although still not sufficiently recognized, are people who help to develop with the aim of improving. 36% of respondents declare assistance addressed to this group. reliable. But it’s worth taking a closer look at this result.
Care programs strictly people with care responsibilities towards children, 12% on average. characteristic. Little? For comparison, the initiatives of carers and adult carers of dependent people activities in a limited … 2 percent. reliable. Let us remind you that in our country a quarter of the population is over 60 years old. There are 1.8 million people over 80, which is more than the number of children born in four years. A thorough diagnosis and presentation to specialists that will respond to the real needs of employees, also related to demographics, to the one applicable to both employers and administration.
We devoted two other reports of the Responsible Forum to the topic: “Professional work and the caring role of women and men in Poland” from 2020. “Family care and work”, published in spring 2022. In the last of them, we alarmed that Polish women and men are helpful in providing work and care. It concerns two producers, mainly women. Opportunities for positive changes should be sought in the younger involvement of men, which will also be possible with the use of the system devices of the call of the present day. Therefore, it is important that Poland finally implements the work-life balance directive. Together with many organizations, including the Share the Care Foundation, we appealed that through well-thought-out legislation, the director of the office and employees – both those taking care of children and those with duties towards, for example, parents, as well as those who simultaneously take care of people from both groups.
Expenses for the benefit
Financial and efficiency-enhancing aspects are an important thread in the discussion about the benefits of building encouraging workplaces. I have an application here with a signal channel. Every time a company creates what gives a chance to get results – compared to teams of different. are noticed by enterprises from the following sectors: hotel and gastronomy, information and communication, industrial processing, trade, finance and insurance, and real estate.
When it comes to strictly financial benefits, the correlation is seen on average by 59% of respondents. company, and among all as many as 76 percent. surveyed. Trust is a thing due to the legal consequences for the company supported by employees working in private-to-private life. This is very important in additional exemplary descriptions in the context of socio-economic challenges.
Among the benefits indicated by companies actively approaching DEI, the low indicator indicating that the interest of shareholders is taken into account is surprising. This is puzzling in the era of so many regulations and directives regarding gender equality or disclosure of results in companies, also described by “Rzeczpospolita” under the title of the movement about the end of “men’s clubs” in large companies.
because even though many companies are at the beginning of the road related to the strategic approach to DEI, it is largely part of the fact that being advanced at the beginning simply pays off. Companies notice that thanks to this they can better strengthen competition and be a more visible employer.
Going outside the company
The society has more and more expectations towards business. The latest Edelman confidence barometer is also confirmed. we simply trust companies the most. Therefore, we expect them, and especially from people in managerial positions, to act for the benefit of employees, combat damage or misinformation.
Show our research results that in Poland, promoting DEI topics outside the enterprise is a very rare case. This happens in a limited 7 percent. company, usually larger (19%). In practice, it takes on a role in activities in conferences and panels, communication activities, organization of integration events, supporting various foundations, running campaigns, e.g. for people with disabilities, including or informing about an inclusive solution to a solution. However, these are sources of origin by a handful of companies.
However, the time to inform about whether the company is doing diversity, equality and inclusion, and to enable the examination of interest, e.g. from contractors, was part of the company’s strategy. Please note that further public activities will start soon. Influencing the application of principles, such as, for example, the application of the Good Quality Directive. Although the CSDDD directly concerns the main company (approx. 13,000 in the EU), its provisions will have an impact on their value chains, the effects of which are beyond the micro, small and basic enterprise.
Taking care of respect for human rights and the exceptional reporting of information will therefore be of great importance in building a strategy and achieving a competitive advantage. Therefore, go to the page of diversity cards. The publication was created as part of the benefit of the Card award, thanks to the involvement of partners – ERGO Hestia and Santander Bank Polska, the researcher – the WiseRabbit agency – and the support and substantive care of dr hab. Ewa Lisowska, prof. Warsaw School of Economics.
It is also definitely worth calculating, checking yourself on the basis of data. Use to use tools like Diversity IN Check. To examine the company’s level of maturity in diversity management and to include a separate organization with a management image of where their company is, how it ranks against others in this regard. This is how it was indicated as a solution resulting from the correct operation, policy and strategy in the field of DEI based on measurable data. The pages from which you get information already in the edition come from browsing the Kartaroznorodnosci.pl website.
The author is the president and general director of the Responsible Business Forum, as well as a member of the board of CSR Europe