Today, let’s talk about equity in the workplace. Since the conversations about equity, diversity, and inclusion in the workplace started becoming recurrent, many employers have adopted the culture (at least, they say they have). You will find on many company websites that statements suggest that they have an inclusive culture and do not discriminate in their recruitment.

A culture of equity is crucial for both employee satisfaction and overall business success, so no doubt, we should be pleased. However, maybe we should be concerned about how much they do beyond the information on their website. Can the employees attest to an inclusive culture? Are there employees who think playing office politics is critical to getting promotions and opportunities?

Equity goes beyond equality, emphasizing fairness and justice in distributing opportunities and resources In the workplace, recognizing and addressing systemic barriers that may disproportionately affect certain groups. Equity strives to level the playing field, ensuring that every employee has the chance to thrive and contribute to their full potential.

If you are trying to build a culture of equity in your workplace, I think some things should be essential.

Leadership Commitment

Leadership plays a pivotal role in setting the tone for an equitable workplace. Executives and managers should demonstrate a genuine commitment to diversity, equity, and inclusion through words and actions. When employees see, sense, and feel the leadership’s commitment to ensuring equity, they will understand that it is no longer “business as usual.”

They must see it at play because they clearly cannot read your mind. Implementing policies promoting fairness and addressing existing biases within the organization are crucial steps toward building an equitable culture.

Inclusive Policies and Practices

Review and update HR policies to eliminate any unintentional biases. This includes recruitment, promotion, and performance evaluation processes. Also, implement flexible work arrangements to accommodate diverse needs, such as remote work options, flexible hours, and parental leave policies.

Diverse Representation

Look into having diverse representation at all levels. This involves recruiting and promoting individuals from various backgrounds, ensuring that decision-making bodies reflect the diversity of the workforce. Try to have this diversity on the management team, board, etc. Encourage employee resource groups to provide support and a sense of community for underrepresented employees.

Education and Training

Offer regular diversity, equity, and inclusion training for all employees to raise awareness of unconscious biases and promote cultural competence. Provide leadership training that emphasizes the importance of equity and inclusion in decision-making processes.

Open the Communication lines

Foster a culture of open communication where employees feel comfortable expressing their concerns about equity issues. Establish channels for anonymous feedback to encourage honest input and address potential concerns without fear of reprisal.

Address behaviors that are inconsistent with EDI principles through education, understanding, and awareness, and support people who challenge such behavior. Identifying and addressing appropriate EDI learning and development needs at all levels within an organization

Equal Access to Development Opportunities

Ensure all employees have equal access to professional development opportunities, mentorship programs, and training initiatives. Create clear pathways for career advancement, focusing on eliminating barriers that may hinder specific individuals’ progress.

What does the law say about it?

The New UK Code of Practice on Equality, Diversity, And Inclusion (EDI) In The Workplace provides some guidance and tools that help. Key among the recommendations is that the organization’s leadership must demonstrate commitment to EDI at all levels and even in their recruitment and retention strategies.

Graham Mitchell (Clyde & Co) and CorEDEinna Harris (Clyde & Co) explained this code in their article. What I find most practical is their recommendation that employers apply a phased approach in their implementations to avoid sudden shockers. Employers must also have means or tools to track their progress or results.

Why?

Without clear metrics for measuring results, you may discover that the company is carrying out several activities and any clear movement in their desired direction.

Building an equitable workplace culture is an ongoing process that requires commitment, awareness, and continuous improvement. Organizations that prioritize equity not only enhance the well-being of their employees but also position themselves as leaders in their industries. By embracing diversity and fostering an inclusive environment, businesses can unlock the full potential of their workforce and contribute to a more just and equitable society.

• Customs generated N2.2trn revenue in 2022
• Customs generated N2.2trn revenue in 2021
• Customs generated N1.56trn revenue in 2020
• Customs generated N1.34trn revenue in 2019
• Customs projected to generate N3trn revenue in 2023 (projected)

Nigerians should stop celebrating the always records-breaking revenue of Nigerian Customs. Yes, yearly, we are informed that the Customs has generated another huge revenue. Good People, there is nothing to celebrate for those numbers.

As I have written here since about 2017 when I came back fully to LinkedIn, there is a clear correlation between increase in Customs revenue and de-industrialization rate in Nigeria. In other words, that P&G will fold its factories in Nigeria, and then begin to export to Nigeria, making it possible for Customs to “earn” more fees, does not make us a better country. When Michelin folded in PHC, it did not stop us from using Michelin tyres. What happens now is that we have to import the tyres – and as that happens, our Customs revenues will go up!

Left and right, Nigerians must ask tough questions: are we better increasing Customs revenue targets or do we want to produce things within Nigeria, and reduce imports?

This post is not about the men and women working in Customs. For one thing, I commend them for being super-efficient to even collect this money, and the new team seems amazing.

As a teacher, I am asked to speak to company Boards and they do pay to cover amala, nkwobi and zobo. I was trying to examine the economy, focusing on de-industrialization in the nation. I am using ten indicators to make my point (you need to offer something amazing to be invited next year) and one is the growth on Customs revenue. Follow me: the agency has a monthly target of N307 billion monthly: “I am delighted to announce that we have consistently exceeded the monthly target collection of N307 billion, marking a remarkable departure from previous performances”, noted the Comptroller-General of Nigeria Customs Service recently.

As I write, the Customs has improved revenue remarkably: “the service collected an average revenue of N202 billion in the first half of the year [2023], but by October, the monthly revenue collected had reached N333.9 billion, showing a 65.5 per cent increase.” In other words, the Customs was collecting about N202 billion in say May 2023, but now collects about N334 billion monthly. They are doing great and kudos to the team.

The newspapers and TV pundits hailed that for the nation. Yet, if you look deeper, you will notice one thing: Nigeria is becoming a trading hub as companies shift to export instead of make in Nigeria, since the Customs revenue is not coming from exports as ships are still leaving our ports largely empty. Also, these are not equipment and machinery; these are basic imports of household and business consumables which ought to be made in Nigeria.

Again, we commend the Customs team but we must not celebrate these huge numbers. For everything, the double digit growth we’re seeing in the customs revenue will remind us that Nigeria is being de-industrialized!

The Revenue will keep going up

We are learning from Leadership that henceforth, the Customs will be using an exchange rate of N951.941 to a dollar. Simply, more revenue is coming.

“The federal government has increased the Dollar exchange rate, from N422.30 to N589.45, then to N770.88. In November, it was moved to N783.174 ans now, we are at N951.941 to a dollar. What it implies in simple terms is that, if clearing agents have a Debit Note that has not been paid on the system or Pre-Arrival Assessment Results (PAAR) or they have given you the value and you have not captured, it has affected you directly.

“We just believe that maybe with time, we will see low exchange rate and it will become beneficial to the importers as well because once there is a change in the portal, there is nothing anybody can do about it. But if you have captured or accessed your work, you are good to go and your consignment would be released for you if you don’t have any infraction.”

She explained that only clearing agents that had done the capturing of their consignments would pay with the old exchange rate.