Cultural Diversity Projects
Beyond Diversity
Traditionally organisations have welcomed diversity programmes because they are less confrontational than previous equal opportunities programmes and affirmative action. However, organisations are slowly realising the limitations of basic diversity programmes to attract and retain new people and new skills. The problem is diversity programmes in themselves do not challenge individual people’s self-image which has led to certain groupings voluntarily segregating and categorising themselves as ineligible for certain postings and progression.
What does diversity actually mean for people and organisations? Can organisations challenge these internalised feelings? Do they actually want to? How can they promote policies that get at the grass roots of diversity rather than fulfilling basic legal requirements? Can we link diversity to organizational performance? These are the questions that I, and others, are addressing in CRiM in order to move this contemporary debate forward.
Please click here for further information on Dr Susan Sayce
Pension Trusteeship and Diversity
Who have you elected to serve as your representative pension trustee?
The recent increase in numbers of elected pension trustees by the pension regulator has coincided with a move to include more representatives of members’ voices to improve the integrity of pension schemes. But why would people be prepared to volunteer to take on this challenging, highly responsible role. Who should come forward to take on this burden and how can an increased numbers of people from different occupational and life experiences background improve pension trusteeship?
Please click here for further information on Dr Susan Sayce
