Solutions for equality and growth recommendations and report
Report
Published in October 2015 the Solutions for equality and growth report highlights:
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the contribution made by SMEs to our economy
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the context for disabled, LGBT and BAME people, and women who are pregnant or returning from maternity leave, and the kinds of discrimination they experience
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what the different stages of the employment relationship are and the changes that could improve equality and growth for workers and SMEs
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ten recommendations including short and quick solutions, medium term solutions that build on and complement existing provisions, and proposals for longer term solutions for improving equality and growth in the future.
Solutions for equality and growth recommendations report - executive summary [ 110 kb]
Solutions for equality and growth recommendations report [ 380 kb]
Solutions for equality and growth recommendations report (Welsh) [ 0.69 mb]
Our recommendations
We have developed recommendations with three broad themes:
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Give the right equality information to SMEs in the right place at the right time, to help SMEs seamlessly achieve good equality practice for their employees. We suggest doing this by using existing business and employment processes and procedures, such as PAYE, fit-notes and MATB1.
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Encourage and reinforce behaviour changes and improvements in good equality practice. We suggest this can be done through guidance and information cascaded by trusted messengers such as mentors, banks, accountants and SME networks, and through the tax regime for SMEs.
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Reinforce the guidance given to SMEs by helping workers to develop their potential. We suggest this can be done by providing to employees ‘mirror’ accessible, practical and simple guidance.
The recommended solutions will:
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help SMEs use good equality practices to achieve growth, including how to unlock the potential in employees, and make the best decisions about recruitment and retention
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support workers to be successful and do their best for their businesses
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create a positive environment for all workers.
Recommendations for intermediaries
First year support for SMEs: Intensive support to build equality into SME good practice in first year of business. Focus on overcoming risk factors and the perception of ‘employment risk’ related to women and minority groups. Help SMEs build a focus on investment in their business through investing in employee skills.
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Ongoing support for SMEs: Provide tools for SME mentors, business advisers, banks and accountants, so equality information & guidance can be given alongside business advice. Focus on maximising the recruitment & talent pool by promoting the flexibility and development opportunities that SMEs can offer employees.
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Further research: Explore how best to further develop and use the business case for equality, nudge techniques and strategic communications to effect change with SMEs who are not persuaded by the current business case. |
Support SMEs to promote flexibility, security & good absence management. Use existing processes and paperwork SMEs have to navigate to provide tailored guidance on equality issues, focused on managing flexible working and absence.
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Accessible training for SME workers to develop skills. Simplify processes for accessing workplace training.
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Support for SMEs to help their employees fulfil their potential. Provide support to SMEs to enable employees to be themselves and do their best for the business. Practical format guide on conversations with employees, including top tips and scenario examples of what to do or say, on:
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Support to SMEs in recruitment and diversity management. Provide e-learning for SMEs, available via a range of trusted sources and tailored to SME audiences, to improve their ability to:
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Build support and networks between SMEs and NGOs: Develop range of models for advice agencies to increase their support to SMEs. |
Role of independent advice agencies in cascading good equality & diversity practice: Cascade the project adviser training, across the Citizens Advice service, and to other independent advice providers. Training supports advisers to help employees understand how and when to provide information to their employers and how to have a conversation with their employer, and supports advisers to play a non-adversarial advocacy role. |
Recommendations for employers
First year support for SMEs: Intensive support to build equality into SME good practice in first year of business. Focus on overcoming risk factors and the perception of ‘employment risk’ related to women and minority groups. Help SMEs build a focus on investment in their business through investing in employee skills.
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Ongoing support for SMEs: Provide tools for SME mentors, business advisers, banks and accountants, so equality information & guidance can be given alongside business advice. Focus on maximising the recruitment & talent pool by promoting the flexibility and development opportunities that SMEs can offer employees.
|
Support SMEs to promote flexibility, security & good absence management. Use existing processes and paperwork SMEs have to navigate to provide tailored guidance on equality issues, focused on managing flexible working and absence.
|
Accessible training for SME workers to develop skills. Simplify processes for accessing workplace training.
|
Support for SMEs to help their employees fulfil their potential. Provide support to SMEs to enable employees to be themselves and do their best for the business. Practical format guide on conversations with employees, including top tips and scenario examples of what to do or say, on:
|
Support to SMEs in recruitment and diversity management. Provide e-learning for SMEs, available via a range of trusted sources and tailored to SME audiences, to improve their ability to:
|
Recommendations for government
First year support for SMEs: Intensive support to build equality into SME good practice in first year of business. Focus on overcoming risk factors and the perception of ‘employment risk’ related to women and minority groups. Help SMEs build a focus on investment in their business through investing in employee skills.
|
Ongoing support for SMEs: Provide tools for SME mentors, business advisers, banks and accountants, so equality information & guidance can be given alongside business advice. Focus on maximising the recruitment & talent pool by promoting the flexibility and development opportunities that SMEs can offer employees.
|
Further research: Explore how best to further develop and use the business case for equality, nudge techniques and strategic communications to effect change with SMEs who are not persuaded by the current business case. |
Support SMEs to promote flexibility, security & good absence management. Use existing processes and paperwork SMEs have to navigate to provide tailored guidance on equality issues, focused on managing flexible working and absence.
|
Accessible training for SME workers to develop skills. Simplify processes for accessing workplace training.
|
Support for SMEs to help their employees fulfil their potential. Provide support to SMEs to enable employees to be themselves and do their best for the business. Practical format guide on conversations with employees, including top tips and scenario examples of what to do or say, on:
|
Support to SMEs in recruitment and diversity management. Provide e-learning for SMEs, available via a range of trusted sources and tailored to SME audiences, to improve their ability to:
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Build support and networks between SMEs and NGOs: Develop range of models for advice agencies to increase their support to SMEs. |
Consider tax relief, deductions or allowances. Reinforce and encourage SME behaviour change to increase the recruitment of and retention of disabled people and women.
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