Diversity, Equality and Inclusion at the workplace
Introduction
We all deserve the opportunity to work in a safe, supportive and inclusive environment, where we can achieve our potential. Is anything inhibiting this in your workplace? In this article, I will be providing you with tips on how to build an environment that encourages fairness, variety and the feeling of belonging amongst your employees.
Let’s begin with the following questions:
1. What is Equality Diversity and Inclusion?
2. How is this relevant to the workplace?
3. Is your workforce representative of wider society?
It is one thing to attach the equality, diversity and inclusion clause to every job advert (pay it lip service) but it is another thing to actually practice it.
Equality for me means equal job opportunities and fairness for employees and job applicants irrespective of race, gender, religion etc. Diversity on the other hand, is the variety of people in your workforce. This means people of different ages, religions, ethnicities, people with disabilities, and both men and women. Inclusion just means that team members feel valued and carried along at work.
The steps in building a work environment where behaviors support equality, diversity and inclusion are what I will cover in this article, but if you are aware your business needs to improve in this area, these seven tips will be a good starting point.
- Create a standard/ unbiased work policy
The first step to building an unbiased workforce is creating a policy that states clearly how the business supports and treats everyone fairly, what kind of behavior is expected of each team member, discrimination and the penalty if found guilty. It does not stop there, there should be an action plan including what steps will be taken to make sure the policy is put into everyday practice.
2. Project the right brand
It is very key that your brand messaging, policies and communications consistently represent the company’s attitude towards an equal and fair workplace. Project your company to show the diversity amongst your team, host events and webinars that advertise the equality and inclusiveness in your culture. Let people know that the spotlight is not on physical appearance but the value you bring to the team.
3. Broaden recruitment/talent sourcing
Do you have a recruitment strategy that reaches a diverse audience and attracts diverse talent?
Hiring people from all kinds of backgrounds widens the range of thinking that takes place in your office. When hiring new staff, you should advertise widely and give room for anyone qualified regardless of background to have a fair chance at the recruitment process. It is important to promote your values as an equal opportunities employer and how you welcome applications.
A good example is saying that applications from Northerners and candidates with disabilities are welcome. Diversity presents a room full of unique ideas.
4. Switch up the culture within
Research shows that people want to work for employers with good employment practices. They also want to feel valued at work. How are you showcasing this diverse yet inclusive workplace? To stand out, it is important to design a culture that allows everyone to feel valued, respected, and where their contribution is recognized. Regular employee updates covering company performance and future plans, and with an opportunity for two way interaction, need to be a regular agenda item and not something last on the priority list.
5. Inform and Train
Ensure all new recruits are trained on the value of a diverse workforce and how to ensure inclusivity and equality. Team members are constantly assessed by ensuring that performance reviews include questions on inclusivity, equality and diversity. Managers should support diversity, and not only be trained in legislation but also on potential biases and how to avoid them.
6. Leadership Accountability
Your leadership team is key to forming the culture of the business, and need to display the right attitudes and behaviors. Ensure those team members in leadership roles model inclusive behaviors and promote inclusive communication. Consider a specific module as part of a wider leadership development program that focuses on a zero-tolerance approach to any kind of workplace discrimination. Line managers and HR business partners have an obligation to actively seek out employees who may be becoming excluded and attempt to correct this.
7. Promote inclusive employee programs
Activities and events that encourage inclusion in the workplace, such as:
- Black History Month
- Mental Health Awareness Week
- Diversity calendar that celebrates multicultural holidays
It is vital that we all are aware that just saying that you are a diverse and inclusive business is not enough. It isn’t about the policies you have in place, but more about promoting a company culture of inclusiveness where everyone feels valued and supported to do their best work.
