CIF Calls on all Members to Sign up to CIF Diversity Charter

CIF Diversity Charter

The CIF, in association with the Irish Centre for Diversity, has launched the CIF Diversity charter, an initiative designed to support members in making their companies diverse and inclusive places for all people to work.

The CIF’s #BuildingEquality campaign has created greater awareness about the necessity to make construction workplaces more diverse and inclusive.

However, the CIF recognises that diversity and inclusion are multifaceted issues that need to be tackled holistically to better engage and support all underrepresented groups within each business.

To address this, the CIF, in collaboration with The Irish Centre for Diversity, has launched the ‘CIF Diversity charter’.

The charter is designed to facilitate construction companies in turning their commitment to diversity into positive, practical action, and is being spearheaded by CIF’s President Pat Lucey.

It confirms the commitment an organisation has to build a diverse and inclusive culture and helps quantify the company’s strategic objectives. The key benefits of this are clarity of mission and a clear statement of intent.

It will help inform organisational processes around diversity and inclusion in that it sets out what the organisation aims to achieve, with the opportunity to then describe how it will accomplish this within its procedures.

What is The CIF Diversity Charter?

The CIF is asking all member companies to sign up to the charter and pledge to take the necessary steps to make their workplaces more diverse and inclusive. This pledge outlines the company management’s commitment to advancing diversity and inclusion in their organisation. By signing up, they take the diversity pledge to eliminate discrimination and promote fair and inclusive workplaces. Companies that take the pledge commit to achieving their diversity and inclusion goals by taking steps to:

  • Set goals to make their workplace more inclusive;
  • Identify areas of unequal representation;
  • Address issues found to effect change;
  • Encourage a more diverse pool of applicants in the recruitment process;
  • Assign responsibility for meeting their charter commitments to a named, senior-level individual;
  • Work together to develop and adopt future protocols that support the practical implementation of the aims of the charter.

Companies that sign up will report on an annual basis on the diversity and inclusion activities and initiatives they have undertaken and their progress as a company.

Tom Parlon, Director General, CIF.

Tom Parlon, Director General, CIF, welcomes the initiative between the CIF and the Irish Centre for Diversity to develop the charter.

“The CIF Diversity charter will aid already conscious companies in diversifying their workforces to build a modern construction industry that is inclusive to all, regardless of gender, gender identity and gender expression, sexual orientation, age, ethnicity or disability,” Tom Parlon says.

“We look forward to working with members to realise that modern, diverse and inclusive industry,”

The Diversity Challenge

The CIF recognises that organisations differ, and thus, each organisation will set its own targets, strategy and implementation plan based on its capabilities. The CIF and the Irish Centre for Diversity will be on hand to provide the necessary training and support to introduce the change to member organisations. 

Benefits

Companies that sign up have a number of promotional benefits.

These include:

  • A CIF Diversity Logo for their company to show they have made this pledge
  • Social media exposure
  • Access to information, tools, training and examples of good practice through Irish Centre for Diversity and CIF Training.

Investors in Diversity

Companies who sign up to the CIF Diversity charter also agree to achieve at least the Irish Centre for Diversity ‘Investors in Diversity’ Bronze level within 12 months. This achievement will require putting company leaders through specific diversity training and having up-to-date diversity policies that are effectively communicated to staff. The Investors in Diversity Mark is an Irish Centre for Diversity run programme that operates across three levels; Bronze, Silver and Gold.

To facilitate the smooth transition to a diverse and inclusive industry sector, CIF members who achieve the charter goals can apply to join the Investors in Diversity bronze programme and avail of specialist training and range of cutting-edge tools and services to help them continue their diversity and inclusion journey. CIF will be offering this training free to one senior staff member in CIF member companies.

 

The Irish Centre for Diversity

CIF Diversity Charter

Caroline Tyler, Director, The Irish Centre for Diversity.

Caroline Tyler, Director, The Irish Centre for Diversity, says that by signing up to the charter, companies are demonstrating a real commitment to improving their diversity profile.

“Signing up to the CIF Diversity charter and taking necessary steps to achieve Investor in Diversity Bronze level are designed to help organisations take a systematic and holistic approach on their unique journey to becoming a diverse and inclusive organisation,” Caroline Tyler says.

“The CIF and Irish Centre for Diversity will work together to provide the necessary training and resources to support organisations on this journey.” 

How To Sign Up To The Charter

The charter is available to sign up to online at www.cif.ie/diversity

Once a company has signed up, CIF will send an information pack, which will contain details of the next steps to be taken, and a copy of the CIF Diversity logo for use in their marketing materials.

For more information, please see www.cif.ie/diversity

Investors In Diversity

The Irish Centre for Diversity, supported by IBEC and the DCU Centre of Excellence for Diversity and Inclusion, operates an all-encompassing Diversity and Inclusion Mark programme for Irish businesses.

Recognising and effectively managing people’s different skills, abilities, experiences, perspectives, backgrounds, needs, issues, barriers, family and personal circumstances is critical in getting the best out of people.

Investors in Diversity offers a clear and structured framework to transform diversity practices and culture. Using cutting-edge tools and services that measure and inform organisations on workplace Fairness, Respect, Equality, Diversity, Inclusion and Engagement (FREDIE).

There are three Investors in Diversity levels available for companies to choose from Bronze, Silver and Gold. Every company that signs up commits to achieve Investors in Diversity Bronze level within 12 months.

The CIF recognises that some companies will already have the necessary requirements in place to enter the Investors in Diversity programme at either Bronze, Silver or Gold levels and encourages members that have relevant measures in place and may wish to achieve Investor in Diversity accreditation, which is valid at each level for two years.

 

Bronze – Committing

Investors in Diversity Bronze is all about helping you build a strong foundation that you can use as a platform, to embed equality, diversity and inclusion into wider organisational systems.

Investors in Diversity Bronze is designed to help get your organisation ready for your unique journey to becoming a diverse and inclusive organisation.

 

Silver – Embedding

Building on the requirements of Bronze, Investors in Diversity Silver will measure the sense of fairness and belonging from your employees’ perspective.

Investors in Diversity Silver is designed to liberate the voice of your people and allow you to benchmark against other organisations while providing an overview of your key strengths and areas for development.

 

Gold – Leading

Investors in Diversity Gold is all about demonstrating the “lived experience” of embedding equality, diversity and inclusion across your organisation.

To achieve Investors in Diversity Gold, your organisation will be required to undertake an in-depth self-assessment of your practices across the Investors in Diversity five principal pillars:

  1. Diverse and Inclusive Leadership
  2. Policies, Procedures and Processes
  3. Recruitment, Retention and Progression
  4. Recording and Monitoring
  5. Impact on External Diversity.
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