More bosses are pulling the handbrake on costly diversity initiatives after realising they have allowed toxic identity politics to enter their workplace and wasted millions of pounds on pointless schemes. The Telegraph has more.
Behind office doors, HR departments at some of Britain’s biggest businesses have recently been feeling defensive and on the back foot.
Increasingly laid at their doors is the blame for allowing toxic identity politics to enter the workplace, and wasting millions of pounds on pointless diversity, equity and inclusion (DEI) schemes.
Pointing the finger are belt-tightening senior leaders scrutinising their returns amid soaring wage bills, with some even feeling betrayed for being shepherded by HR into the vicious culture wars.
Christoffer Ellehuus, the Chief Executive of workplace training company MindGym, says: “A lot of them are blaming HR for not having reined it in and having had a much clearer business focus about what they were doing.”
Fuelling this blame game are recent findings that Britain’s diversity drive is “counterproductive” despite businesses spending millions of pounds on ultimately ineffective workplace initiatives.
It was the conclusion of an independent report commissioned by Kemi Badenoch, the Business Secretary, which discovered popular so-called ESG (environmental, social and governance) practices had little to no tangible impact on boosting diversity or reducing prejudice.
Ms. Badenoch in March warned British companies against outsourcing or delegating to workplace training consultants with “potentially conflicting incentives” which are ultimately selling “snake oil”.
She told the Times: “There are lots of people who just cook up stuff and say, ‘Oh, I’ve got a course. Why don’t you buy my course?’ … They’ve been making money out of selling stuff that is not evidence-based.”
Badenoch’s report is damning for HR departments who now face questions from their superiors about why they fell prey to so-called snake oil sellers in the first place.
This includes decisions to roll out divisive training programmes in the wake of the Black Lives Matter movement, designed to spread awareness around unconscious bias, white privilege and gender pronouns.
However, what were sold as quick fixes to create a fairer workplace – in online training sessions as short as 30 minutes – many have discovered to be little more than fashionable fads with damaging consequences.
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