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Diversity and Productivity: from Education to Work (DaPEW)

多样性和生产力：从教育到工作 (DaPEW)

基本信息

批准号：
ES/W010224/1
负责人：
Grace Lordan
金额：
$ 208.31万
依托单位：
London School of Economics and Political Science
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2022
资助国家：
英国
起止时间：
2022 至无数据
项目状态：
未结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FW010224%2F1
关键词：
Diversity Productivity Education Work DaPEW

项目摘要

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.

摘要：英国的生产率低于许多可比经济体。来自不同背景的同等资格的个人之间在教育选择和职业结果方面也存在很大差异。这些差异对生产力是有害的，因为它们表明，高素质的个人由于技能和才能以外的原因而被排除在机会之外，这是一种巨大的“潜力损失”。这也意味着企业缺乏多样性，特别是在高地位的职业中，这可能会阻碍生产力，特别是如果公司的核心业务涉及创造产品，为不同的人群提供服务，或者解决复杂的问题，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，整个经济中增加劳动力多样性的潜在生产率收益很大，但我们对如何利用多样性的好处来提高公司内部的生产率知之甚少。我们也没有一个清晰的理解，最有效的战略，公司可以采用，以增加在其组织内的各个层面的多样性。《从教育到工作的多样性和生产力》（Diversity and Productivity from Education to Work，DaPEW）将促进对创造多样化劳动力的障碍和促进因素的理解，并提供有关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发挥多样化团队的优势。我们还将探讨教育系统作为“泄漏管道”的起点的关键作用，在这种情况下，来自代表性不足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，从而阻碍公司增加多样性的努力。DaPEW将涵盖传统的多样性措施（性别，种族），但也超越这些考虑社会经济背景，护理状况，健康状况和地理DaPEW分为两个部分：第一部分：多样性，包容性和生产力之间的关系是什么？1.1在什么级别的资历和哪些职业中，多样性与生产力密切相关？1.2在多大程度上，组织包容性是从多样性中获益所必需的？1.3在英国，不同的专业工作者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不同群体之间的职业不匹配如何影响个人和企业层面的生产力？1.6员工的多样性对个人生产力有何影响？第二条：我们如何在公司及其人才管道中实现更大的多样性？2.1在通往高级专业工作的道路上，我们在什么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不同的个人和地区的教育途径有何不同？生产潜力何时丧失？2.3是什么导致了不同学生的高等教育课程选择不匹配，教育政策可以做些什么来减少这些不平等？2.4减轻对学科选择的限制是否能使教育途径更加多样化？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，我们将与企业携手合作，设计，测试和实施我们研究中的建议，直接影响实践，从而影响工作场所的多样性。这将使我们能够对改善代表性不足群体的机会产生直接影响，此外还将以最大限度地提高公司利益的方式增加多样性。我们与企业和政策制定者建立的强大网络还将确保DaPEW在我们直接合作的公司之外产生巨大影响。