The document discusses the importance of diversity in the workplace, highlighting its benefits for business success, employee engagement, and customer understanding. It outlines the initiatives and goals of Pertemps Recruitment Partnership to enhance diversity across its workforce, including monitoring, training, and community engagement. The document emphasizes inclusive leadership as a critical component for fostering a diverse and motivated work environment.

2. Carmen Watson
Chair
Pertemps Recruitment Partnership
National Recruitment Company
RfO – Race for Opportunity - BAME
ON – Opportunity Now - Gender Equality
BITC – Business in the Community - Responsible Business

3. Topics for Today
• Is Diversity good for Business?
• What challenges does Diversity pose for Business
Leaders?
• Inclusive Leadership – What does this look like?

4. Is Diversity good for Business?
Impact of changing demographics

5. Employment rates in Europe

8. Fertility Rates

9. Growing Population
Source: http://www.ons.gov.uk/ons/rel/npp/national-population-
projections/2008-based-projections/sum-2008-based-national-population-
projections.html
• Changes that will occur over
next 15 years
• Strong increase in people 50+
years
• High fertility rate of 60s and 70s
• Population to increase by 4.3m
by 2018
• Annual growth rate of 0.7%
• If trends continue 71.6m by 2033

10. WIR- White Irish
WHO- Other White
WBC- White & Black
Caribbean
WBC- White & Black
Caribbean
WBA- White & Black
African
WAS- White & Asian
OMI- Other Mixed
IND-Indian
PAK- Pakistani
BAN- Bangladeshi
OAS- Other Asian
BLC- Black Caribbean
BLA- Black African
OBL- Other Black
CHI- Chinese
OTH- Other Ethnic

11. Is Diversity good for business?
Summary:
• More feminisation
• Increased population of migrant workers
• An aging workforce
• Changes to Disability Allowance
Many organisations already EMBRACE diversity.........

12. Pertemps Recruitment Partnership
• One of the largest independent recruitment companies
• Network of branches across UK
• 1,350 permanent employees
• 25,000 contingent employees
• 9,000+ permanent placements p.a.
• £500m group turnover
• £1bn target for 2017
Pertemps is a ‘people’ business...........

13. • Market Intelligence
– REC
– CIETT
– Own Data
• Findings
– Multi cultural society
– Ever changing work patterns
– Diversity – a business imperative
Pertemps Recruitment Partnership
Pertemps is a ‘people’ business...........

14. Why is Diversity good for our business?
Helps to:
• Maintain our position as ‘Employer of Choice’
• Individual skills and talent maximised
• Wider pool of talent
• Improved staff
– Attraction
– Recruitment
– Retention
• Supports our clients to achieve their diversity targets
• Reflects the communities in which we work

15. Why is Diversity good for our business?
• Compensation Awards – exceed £250k
• Diversity has favourable impact on morale and efficiency
• Reflecting profile of customers
• Better equipped to understand and anticipate changing
needs/demands of customers
• Employees genuinely included, valued and contribution
appreciated.
Feeling proud to work for your organisation.........

16. Pertemps Recruitment Partnership
Where are we on our diversity journey?
• Thousands of employees work flexibly achieving their work-life
balance
• EDI Forum that meets regularly
• Our Chair
– Televised forums
– Conferences/events
– articles, national press
– Public promotion of positive approach to diversity
• Training & Development Programmes all embrace diversity
• Active mentoring programmes
– BAME specific
– Mentoring Circles
– External Cross-Mentoring Circles

17. Pertemps Recruitment Partnership
Where are we on our diversity journey?
• Monitoring service –
external advertisements
• Monitoring service –
stats (own & clients)
• Signed up to REC
Diversity Charter
• Seat on the Board of
RfO

18. Pertemps Recruitment Partnership
Current Key Targets:
Target
100%
Nil
Nil
Nil
100%
Description
Employees monitored for Equality and Diversity
Leavers as direct result of Equality & Diversity
G&D upheld
ET Claims
New employees on formal Induction Course
which covers ED&I
Analysis undertaken of all to review trends............

19. Pertemps Recruitment Partnership
What else do we do?
• Annual review of ethnic & gender composition
– Existing employees
– Applicants for jobs
– Disabilities
• Annual review of Job Descriptions/Competencies
– “feels fair”
– Impact assessment

20. Top 10
• PWC
• BT
• Deloittes
• Enterprise Rent-A-Car
• Ernst Young
• National Grid
• Eversheds
• KPMG
• Nationwide Building Society

21. Other Diversity Awards
Remploy
Shaw Trust
Age Positive
Positive about Disabled People
Leading the way

22. Pertemps Recruitment Partnership
• Scaling up some of the initiatives we participate in
• Introducing sub targets beneath main targets
• Increasing Line Manager accountability
Continuing to do what we do do well.....

23. Is Diversity good for Business?
Revenue
• Valuing Employees – Employee
Engagement
• Diversity Management Approach –
Attracts Best Talent
• Empathy with customers – Better
Products
• Range of Employee Perspectives –
Better Decisions/Problem Solving
• Consumer Decisions – 82%
Female
• Spending Power EM - £32b (2001)
Cost
• High employee
Engagement – lower
turnover rates
• Reduced turnover – less
cost
• Failure to use diverse talent
– costs economy

24. “Inclusive Leadership”

25. Centre for Tomorrow’s Company

26. Sir Charles Handy

27. Pertemps Mantra:
i. Exceeding Customers’ Expectations
ii. Managing change
The rest is just detail........

29. Communication
• Communication is the exchange of information, ideas or
feelings
• It’s not giving orders and directing

30. Managers do things right …
Leaders do the right thing …

31. Leadership Culture....
Old Leader.....
Drives People
Directs and bullies
Does things right
Tells his ideas
Is quick to judge
Talks first
Tells people the deadline
Depends on rank and authority
Evokes fear
Tells what’s needed
Says “I”
Shows who is wrong
Tells how it should be done
Demands respect
New Leader.....
Inspires people
Coaches and encourages
Does the right things
Generates others’ ideas
Is quick to understand
Listens first
Helps people to plan
Depends on personality and good will
Radiates support
Asks what’s needed
Says “We”
Shows what is wrong
Shows what needs to be achieved
Commands respect

32. Inclusive Leadership
The role of the new Leader is to be the
Guardian, Guide and Facilitator of
others

33. Change is not new.
Nothing is permanent but change.
(Taken from the Bhagavad-Gita, a sacred Hindu
Scripture of the pre-Christian era)

34. 1. Empower, Involve, Respect and Train the
whole Team
2. Share common vision with suppliers
3. Work with your local community

35. Leadership vision for the next
millennium
“A leader is the best when people hardly know he exists,
not so good when they obey and acclaim him, worst
when they despise him. But of a good leader who
talks little, when his work is done and his aim fulfilled
they will say:
‘We did it ourselves…..’.”
Lao Tsu - Tao Te (500 BC)
From doing to being, from directing to serving

36. The inclusive approach through
leadership
“The inclusive approach requires clear leadership and
ever-improving measurement in all relationships. It
is demanding: each company has to work out for
itself what it has to do to succeed and what has to
be measured. This means understanding the needs
of each partner and then meeting these needs in a
balanced plan.”

37. Inclusive approach through leadership
• Leaders to be clearly stated, believed and having shared
purpose
• Short term targets set to achieve long term goals
• Encourages all employees to be accountable for result of
their decisions
– Reinforce successes
– Correct errors

38. Who are we? What are we?
Where are we going?
Work
=
Reward
Personal Stimulus
Recognitions
Friendship
Social Integration
Collective Philanthropy

39. Happy Employees
• Increased motivation
• Increased involvement
• Increased output
• Increased retention
and
• Decreased Absenteeism

40. Yesterday is history,
Tomorrow is a mystery, but
Today is an opportunity