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THE MOSAIC VISION WORKSHEET 1 2 4 Active flexibility Diagnostic questions i Does the organisation offer flexible working arrangements for all employees? ii Has this policy been communicated to everyone? iii Are managers required to consider each request for flexible working on its own merit? iv Are benefits offered on a flexible basis, ie a cafeteria approach where employees select the benefit that best meets their needs? v Are managers flexible in the way they manage staff – recognising and accepting different ways of working? vi Are managers supported in effectively managing the impact of flexible working on other team members? The Vision The Reality • Flexible working arrangements are on offer for all staff (not just for those with family commitments). • The organisation’s policy on flexible working arrangements has been communicated to everyone. • All requests for flexible work options are considered and investigated for feasibility by managers. • Flexible benefits are offered to staff, ie a cafeteria approach. • A flexible management style is advocated – no one ‘way of working’ is seen to be the best way. • Managers effectively anticipate and manage the impact of flexible working on the wider team. Overall Assessment 4. Strong aspect 3. Almost there 2. Getting there 1. Way off All indicators Some indicators still Action just starting No indicators actioned need tightening up on some indicators actioned This document can be downloaded as a Word document from www.cipd.co.uk/tsm Copyright © Pearn Kandola. Originated by the Chartered Institute of Personnel and Development. Copyright waived. 18 A free sample chapter from Managing Diversity by Pearn Kandola. Published by the CIPD. Copyright © Pearn Kandola 1998, 2006 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase this book please visit www.cipd.co.uk/bookstore. i ii iii iv v vi
5 Inclusive Diagnostic questions i Is access to training under the diversity strategy open to all who have a development need in that area? ii Is the focus on an individual’s output (ie the quality of their work) rather than their input (ie the amount of hours they spend at their desk)? iii Are the views of all employees sought and taken into consideration? iv Do the diversity initiatives favour any one group over another? v Is behaviour examined, particularly by senior management, to see whether it favours one group over others? The Vision The Reality • Diversity training focuses on development needs, not group membership. • Individuals are assessed on the quality of their work, not the amount of hours they spend working. • All employees’ views are sought and group differences examined to identify any specific issues. • Initiatives advocated do not exclude any employee because of their group membership. • Employees are encouraged to reflect on their behaviour and whether it is inclusive; this is role modelled by senior management. Overall Assessment 4. Strong aspect 3. Almost there 2. Getting there 1. Way off All indicators Some indicators still Action just starting No indicators actioned need tightening up on some indicators actioned This document can be downloaded as a Word document from www.cipd.co.uk/tsm Copyright © Pearn Kandola. Originated by the Chartered Institute of Personnel and Development. Copyright waived. 19 A free sample chapter from Managing Diversity by Pearn Kandola. Published by the CIPD. Copyright © Pearn Kandola 1998, 2006 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase this book please visit www.cipd.co.uk/bookstore. i ii iii iv v TOOL 2 WORKSHEET 1 2
Page 1 and 2: Contents Foreword ix Introduction x
Page 3 and 4: Foreword By 2011 only 20 per cent o
Page 5 and 6: INTRODUCTION There are a number of
Page 7 and 8: INTRODUCTION Section 1 Section 1 in
Page 9 and 10: SECTION ONE Defining diversity for
Page 11 and 12: DEFINING DIVERSITY 1 • Will they
Page 13 and 14: The MOSAIC vision: how do you rate
Page 15 and 16: The MOSAIC vision: the characterist
Page 17 and 18: Aware and fair Everyone in the orga
Page 19 and 20: discriminate against any specific g
Page 21 and 22: 1 Where are we in relation to MOSAI
Page 23: 3 Skilled Workforce: aware and fair
Page 27: Where are we in relation to MOSAIC?

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