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What we doWe work closely with the Government Equalities Office and the Equality and Human Rights Commission to ensure that the government'’s equality and diversity agenda works for business.Our members understand that there is a clear business case for taking action and the rewards of diversity are significant, but that promoting it in the workplace need not be expensive or time-consuming. Main contacts:Nicola Walker – senior policy advisorEquality BillThe Government introduced an Equality Bill in April 2009 that brings together forty years’ worth of discrimination legislation into one place. We are broadly supportive of the simplification and clarification that the Bill should bring for employers – ease of understanding should aid compliance. However, we strongly opposes the provision to force companies to publish statistics on gender pay differentials – a crude pay gap statistic will not tackle cultural and educational causes behind the gender pay gap. Different companies face different challenges on gender equality – any reporting framework should reflect this. We have developed an alternative model that companies could use to report on progress towards greater gender equality in the workplace.Default retirement ageWe believe that the default retirement age and the right to request flexible retirement provide a sustainable framework that works for both employers and employees. The changes that need to be made to respond to an ageing workforce – boosting participation rates, investing in skills and raising the state pension age – can all take place within the current system. Our members recognise that the DRA is not a question of when, but how people retire, and call on the government to link changes in age to the state pension age: both should increase to 70 on a phased basis between 2020 and 2030.Family friendly policiesOur members are increasingly responsive to the challenges that employees face in maintaining a healthy and sustainable work-life balance. Flexible working, maternity, paternity and parental provisions, and help for carers have been successfully developed over recent years – the key to this success has been close consultation with employers. We work closely with the government to ensure that changes at both domestic and EU level are workable and proportionate, minimising the financial and administrative burdens on business.Guide to boardroom diversity with Government Equalities OfficeWe have been working with the Government Equalities Office to publish a guide that highlights some of the initiatives that currently exist in the UK to increase gender diversity in the boardroom.Some of the initiatives are aimed at senior individuals and board-ready candidates, while others demonstrate examples of best practice by business. While many CBI members identify diversity at senior levels as a particular challenge for their organisation, programmes targeted specifically at gender diversity in the boardroom are rare. This booklet offers an introduction to the issue and – with contact details available for each initiative – provides a starting point for discussion. |
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