A Future-Fit Business proactively investigates and monitors key practices – such as recruitment, pay structures, hiring, performance assessment and promotions – to ensure that no discrimination occurs, however unintentional it may be.
What this goal means
Everyone is entitled to equitable treatment and equal opportunity, irrespective of personal characteristics such as age, gender, sexual orientation, ethnicity, country of origin, or disability.
Discrimination in the workplace may take many forms, and discriminatory behaviour can be perpetuated – or at least go unnoticed and unchallenged – by established norms and practices within organizations.
To be Future-Fit, a company must be proactive in investigating and monitoring key practices – such as recruitment, pay structures, hiring, performance assessment and promotions – to ensure that no discrimination occurs, however unintentional it may be.
Why this goal is needed...
Discrimination is often culturally entrenched.
An Institute for Public Policy Research study in the UK found that immigrants from certain ethnic backgrounds have had to submit between 10% and 150% more applications on average than a non-migrant in order to get a 'call-back' when applying for a job.
Legal protections afforded to minority groups can differ significantly.
For example, in 17 of the 50 United States there are no laws prohibiting companies from discriminating against employees with respect to their sexual orientation or gender identity.
Women are still at a disadvantage in the workplace.
Globally, women earn an average of $11,000 annually, compared to men who earn an average of $20,000.
Employees are not subject to discrimination
Minor wording and formatting corrections.
Release 2, initial publication.