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 organisations.
Companies 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.
The goal FF-14 Employee concerns are actively solicited, impartially judged and transparently addressed seeks to ensure that employees are empowered to raise concerns – including any related to discrimination – should they arise. This goal is about reducing the possibility that such concerns arise in the first place.
Why this goal is needed...
Discrimination is often culturally entrenched.
An Institute for Public Policy Research study in the UK reports that immigrants from certain ethnic backgrounds have (on average) had to make between 10% and 150% more applications than a non-migrant in order to get a 'call-back' from a job application.
There is variability in the standard of legal protection afforded to many minority groups.
For example, there is no federal law protecting the rights of LGBT employees in the United States , and no state-level protection for sexual orientation in 28 of the 50 US states, meaning that employees can be legally fired for their sexual orientation.
Women are still at a disadvantage in the workplace, because of their gender.
Globally, women only make $11,000 annually compared to men’s earnings of $20,000.