Diversity and Productivity: from Education to Work (DaPEW)

总结：英国的生产率低于许多可比较的经济体。同样资质的不同背景的人在教育选择和职业结果上也存在很大差异。这些差异对生产力是有害的，因为它们表明，由于技能和才能以外的原因而被排除在机会之外的高素质人才大量“失去了潜力”。这也意味着企业缺乏多样性，尤其是在高地位的职业中，这可能会抑制生产力，特别是如果公司的核心业务涉及创造产品、为不同人群提供服务或解决复杂问题，那么将不同的观点结合在一起就特别有价值。然而，尽管美国最近的证据表明，在整个经济中，提高劳动力多样性可以带来巨大的潜在生产率收益，但我们对如何利用多样性的好处来提高企业内部的生产率知之甚少。我们也不清楚企业可以采用哪些最有效的策略来增加组织内各个层面的多样性。《从教育到工作的多样性和生产力》（DaPEW）将促进对创造多样化劳动力的障碍和促进因素的理解，并提供关于多样性对业务绩效影响的新证据，以及公司如何最大限度地利用多元化团队的利益。我们还将探讨教育系统的关键作用，作为“漏管道”的开始，来自代表性不足的群体的个人可能会失去获得技能和获得生产性职业道路的机会，阻碍公司增加多样性的努力。该评估将涵盖传统的多样性衡量标准（性别、种族），但也将超越这些，考虑社会经济背景、护理状况、健康状况和地理。DaPEW分为两部分：第一部分：多样性、包容性和生产力之间的关系是什么？1.1在哪些级别的资历和哪些职业中，多样性与生产力密切相关？1.2组织包容性在多大程度上需要从多样性中获益？1.3在英国，不同专业人士认为个人生产力的障碍是什么？1.4我们如何让不同的团队更好地合作？1.5不同群体的职业错配如何影响个人和企业层面的生产率？1.6同事之间的多样性如何影响个人生产力？Strand 2：我们如何在公司及其人才管道中实现更大的多样性？2.1在通往高级专业职位的道路上，我们在哪个阶段失去了多样化的人才？这在雇主招聘、绩效管理和晋升过程中有何不同？2.2不同个人和地区的教育途径有何不同？什么导致了不同学生在高等教育课程选择上的不匹配，教育政策可以做些什么来减少这种不平等？我们的多学科团队将从多个学科的角度使用尖端的定性和定量方法来解决这些问题。DaPEW的一个重要创新是，我们将与企业携手设计、测试和实施我们的研究建议，直接影响实践，从而促进工作场所的多样性。这将使我们能够立即对改善代表性不足群体的机会产生影响，并以一种使公司利益最大化的方式增加多样性。我们与企业和政策制定者的强大网络将确保DaPEW在我们直接合作的公司之外具有很高的影响力。

Summary: The UK has lower productivity than many comparable economies. There are also large differences in education choices and career outcomes between similarly qualified individuals from different backgrounds. These differences are detrimental to productivity, as they suggest there is substantial 'lost potential' of high-quality individuals who are excluded from opportunities for reasons other than skills and talent. It also means that businesses lack diversity, especially in high status occupations, which can hold back productivity, particularly if the firm's core business involves creating products, supplying services to diverse populations, or solving complex problems, where bringing together diverse perspectives is particularly valuable. However, while recent evidence for the United States suggests that the potential productivity gains from increasing workforce diversity across the economy are large, we know very little about how the benefits of diversity can be harnessed to increase productivity within firms. Nor do we have a clear understanding of the most effective strategies that firms can employ to increase diversity at all levels within their organisations. Diversity and Productivity from Education to Work (DaPEW) will advance understanding of the barriers and facilitators to creating diverse workforces, and provide new evidence on the impact of diversity on business performance, and how firms can maximise the benefits of diverse teams. We will also explore the crucial role of the education system as the start of the 'leaky pipeline' in which individuals from under-represented groups may lose opportunities to gain skills and access productive career pathways, hampering firms' efforts to increase diversity. DaPEW will cover traditional measures of diversity (gender, ethnicity) but also look beyond these to consider socio-economic background, care status, health status and geography.DaPEW is split into two strands:Strand 1: What is the relationship between diversity, inclusion and productivity? 1.1 At what levels of seniority and across which occupations is diversity strongly linked to productivity? 1.2 To what extent is organisational inclusion necessary to reap the gains from diversity? 1.3 What are the barriers to personal productivity, as perceived by diverse professional workers in the UK?1.4 How can we get diverse teams working better together? 1.5 How does occupational mismatch across diverse groups affect individual- and firm-level productivity? 1.6 How is individual productivity affected by diversity amoungst colleagues?Strand 2: How can we engender greater diversity in firms and their talent pipeline? 2.1 At what stage are we losing diverse talent along the pathway to senior professional jobs? How does this vary across employer recruitment, performance management and promotion processes?2.2 How do education pathways differ for diverse individuals and areas? When is productive potential lost?2.3 What drives mismatch in higher education course choices for diverse students, and what can education policy do to reduce these inequalities?2.4 Can alleviating constraints on subject choice generate greater diversity in education pathways? Our multidisciplinary team will tackle these questions using cutting edge qualitative and quantitative methods from a number of disciplinary perspectives. An important innovation of DaPEW is that we will work hand in hand with businesses to design, test and implement the recommendations from our research, directly affecting practice and hence workplace diversity. This will allow us to have an immediate impact on improving the opportunities of under-represented groups, in addition to increasing diversity in a way that maximises the benefits to firms. The strong networks that we have with businesses and policymakers will additionally ensure that DaPEW has high impact beyond the firms with whom we will work directly.