F ID I 3 9 C L U B SURVEY SAYS: GOOD BUT COULD BE BETTER Following the completion of FIDI 39 Clubs report into satisfaction and diversity within the industrys businesses, which it compiled with the help of the University of Goettingen in Germany, FIDI Focus looks at some of its key findings A moving industry. It also looked at the availability of work-family support practices and the compatibility of moving industry work and family obligations. The survey was carried out in collaboration with Dr Sebastian Stoermer, at the University of Goettingen, Germany, which specialises in diversity and expatriation. The study was split into two parts a survey of businesses as a whole and of individual employees and involved CEOs, HR representatives and other employees. It measured the demographics of staff, including the share of females; engagement in diversity management; the availability of programmes facilitating female careers; and workfamily support practices. s reported in the April/May issue of FIDI Focus, the results of the Satisfaction and Diversity in the Relocation and Moving Industry survey has been completed. The initiative was launched by FIDIs 39 Club at the beginning of 2019, to examine links between the level of diversity management and work-family support practices and organisational performance and staff turnover. It also set out to measure the status of females and other traditionally disadvantaged groups, including social minorities, in the industry. The survey focused on diversity management generally and, more specifically, those practices targeted at female employees in the relocation and FIRMS AND DIVERSITY addition, it looked at links between these diversity management efforts and workfamily support practices and organisational performance and voluntary turnover. in the relocation and moving industry. It examined availability of work-family support practices that facilitate good compatibility between work and family obligations. In The firms part of the report looked at the state of diversity management generally and diversity management practices specifically targeted at female employees DIVERSITY MANAGEMENT ENGAGEMENT What degree did the respondents organisation engage in diversity management (1= very low, 7 = very high): ENGAGEMENT IN DIVERSITY MANAGEMENT WITH A GENDER FOCUS How strongly did the respondents organisation engage in genderfocused diversity management practices? (1= very low, 7 = very high): Very high Very high High High Rather high Rather high Medium Medium Rather low Rather low Low Low Very low Very low 0 5 10 15 20 25 30 35 40 45 50 Key finding: Most Affiliates are engaged in diversity management to a fairly high extent. However, about 25 per cent of organisations report relatively low or no engagement in diversity management. This warrants further attention and room for improvement in the future. 60 FF298 AugSept20 pp60-62 FIDI 39 Club.indd 60 0 5 10 15 20 25 30 35 40 45 50 Key finding: Approximately 80 per cent of organisations pursue genderfocused diversity with a high to very high intensity. There is, therefore, some divergence between general diversity management and genderfocused efforts directed at females across organisations. WW W. F I D I FOC U S . OR G 20/07/2020 16:32