Use of networks
From our research, networks have provided a very useful way of bringing groups of like-minded people together and creates an environment of acceptability of difference.
Networks are a good way for businesses to learn about perceptions within the workforce and if there are cohesion issues relating to specific groups of people. They are a useful mechanism for informing and learning and should be used proactively by businesses to learn more about their workforce. However, they can in some instances create and reinforce divisions within the workplace and the feeling that one group has privileged access or influence.
To ensure networks work effectively, it is important they remain independent but operate within a governance structure. See How do I cohesion proof my organisation for useful information on governance for networks and the case study below which shows how effective networks can be in aiding cohesion in the workplace.
| Deloitte's networks |
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Project summary: "Deloitte" is the brand under which tens of thousands of dedicated professionals in independent firms throughout the world collaborate to provide audit, consulting, financial advisory, risk management and tax services to selected clients. With 11,000 people across the UK and Switzerland, Deloitte has the broadest and deepest range of skills of any business advisory organisation. Deloitte's internal diversity networks connect partners and employees who share affinity indicators such as gender, race, religion and sexual orientation. With more that 2,500 members, these groups provide their people with a shared sense of belonging, help them balance their working and non-working lives - and help to build bridges between their workplace and the world outside the firm. Diversity means more than focusing on attracting and retaining women and people from ethnic minorities. |