Cultural diversity policy urged

ACHIEVING EQUALITY in intercultural workplaces is not just a project but should become a way of life, according to a British labour market economist.

The implementation of a cultural diversity policy can help to raise a company's profile in growing minority markets and change brand perception, according to Kamaljeet Jandu, the equality and inclusion officer with the British GMB union.

Mr Jandu, who spent his early life in Africa and India before his family settled in the British midlands, believes diversity training leads to employees discussing what they see as stereotypes and eventually shows them that their prejudices "have no basis in fact", which leads to better workplace relationships and co-operation.

He was previously diversity manger with Ford in Britain from 2000 to 2007.

He entered the company at a time when it had a reputation for discriminating against employees.

"One ethnic minority worker was found to have been denied promotion over the space of four years having applied for job after job . . .There had been some very ugly instances . . . and a government equality agency was considering a formal investigation into the company."

Mr Jandu was brought in to develop policies that eliminated this "negative culture", revive the company's reputation, and promote equality among its 14,000-plus workers, of which 20 per cent were from ethnic minority backgrounds.

"This was an enormous organisation with strong cultural traditions and a very conservative environment to try and get through to, so a strategy and dignity at work plan that engaged the whole company was essential."

He says the successful roll-out of the diversity programme and the elimination of discrimination saw the "ceiling for minority workers dissolved" and also "raised awareness that women are resourceful, competent and equal to anyone else", which is now recognised in Ford's promotion policies.

Mr Jandu says the rate of improvement in fighting discrimination is still slow, but companies are making progress.

"There's a psychological leap that needs to happen to recognise that you can be of Indian or African or eastern origin and be an Irish or British citizen," he says.