This informal CPD article, ‘EDI Strategies: The Pros and Cons of Staff Networks’, was provided by Chiedza Ikpeh, Director of RARA Education Project. RARA is a Black and Female-led organisation that is committed to facilitating safe learning and working environments where Black and Indigenous People of Colour (BIPOC) can advance, connect, and thrive in UK society.
EDI Strategies: The Pros and Cons of Staff Networks
Staff networks are groups of employees who come together based on shared characteristics or experiences. These networks can play an essential role in promoting diversity and inclusion in the workplace, and BAME (Black, Asian, and Minority Ethnic) groups are an example of such networks. However, the effectiveness of staff networks is a topic of debate, and research evidence provides insights into their pros and cons.
Benefits of Staff Networks
Staff networks can provide a supportive environment for employees who may face discrimination or lack representation in the workplace. According to a study in 2018 by the Chartered Institute of Personnel and Development (CIPD), staff networks can enhance individuals' sense of belonging, which is crucial for engagement and retention, and contribute to a positive work environment.
In 2015, the University of Manchester concluded that Staff Networks can help individuals develop skills and build networks that can be beneficial for career development. Staff networks can contribute to diversity and inclusion initiatives and improve the organization's overall culture and talent pool (Harvard Business Review 2018).
Challenges of Staff Networks
Staff networks may be seen as exclusive and reinforce stereotypes. The Harvard Business Review (Hunt et al.) noted that staff networks may lack diversity within their own membership and may not have the authority or influence to effect change in the workplace. Staff networks may lack the authority and influence to effect change in the workplace, which can limit their impact, according to the same Harvard Business Review study.
Staff networks may not represent the views and experiences of all employees within a particular group or demographic. For example, the 2018 study by Trade Union Congress found that some BAME employees felt that staff networks did not adequately represent their interests.
How can we effectively engage staff networks?
To ensure that staff networks are effective, organizations need to provide support and resources to promote inclusivity, diversity, and equality. For example, organizations can offer training on cultural competence and unconscious bias to members of staff networks to enhance their knowledge and skills. Additionally, organizations can collaborate with staff networks to implement initiatives and policies that address issues of diversity and inclusion effectively.
Overall, staff networks such as BAME groups can provide a supportive environment, build networks, and raise awareness of issues affecting individuals with specific characteristics or experiences. However, staff networks may also be seen as exclusive, lack diversity, and may not have a significant impact on the organization's policies or practices. By addressing these challenges and promoting inclusivity and diversity, organizations can ensure that staff networks contribute to a more diverse, inclusive, and respectful workplace.
We hope you found this article helpful. For more information from RARA Education Project, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
References
- Chartered Institute of Personnel and Development. (2018). Employee outlook: Focus on diversity and inclusion. https://www.cipd.co.uk/Images/employee-outlook-focus-on-diversity-and-inclusion_tcm18-40830.pdf
- Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018). Delivering through diversity. Harvard Business Review, 96(1), 96-103.
- Kandola, R., Kiviniemi, M., & Fullerton, J. (2015). The value of staff networks for career development. Manchester Institute of Innovation Research. https://www.research.manchester.ac.uk/portal/files/54528767/Final_The_value_of_staff_networks_for_career_development.pdf
