As a result, organizations that adopt D&I practices see huge gains in the form of business results, innovation, and decision-making. Objectivity is key to reduce the impact of bias on processes which could include pay, performance management, recruitment and many others. It can rear its ugly head in the form of abuse, harassment or pay on the basis of one or more of the nine protected characteristics. In fact, it has been reported that companies that practice diversity and inclusion in the workplace outperform other non-diverse companies by 15 percent. Quite simply organisations should strive for equality and diversity, if for no other reason than because it’s the right thing to do. When employees feel more connected at work, they tend to work harder and smarter, producing higher quality work. We often see the 3 words equality, diversity and inclusion banded about rather like throwaway phrases. Get the 2019 Workplace Diversity, Inclusion, and Intersectionality Report. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. “the ideal man for the job” or by only having stairs to access a building. Since the age of 18, she has visited 3 cities in a different country each year, mostly just for a few days, to experience different cultures. Being politically aware and empathetic can do a lot to boost your company’s reputation. Indirect discrimination could come from something as simple as the wording of job adverts e.g. She’s a 34-year-old mother of two who enjoys going to the gym, watching The Great British Bake Off and has an unusual love for Shark Week. Diversity is the mix of people. After just less than a year of starting her dream career, Nisha is given supervisory responsibility of a project. Check equality, diversity and inclusion in your workplace, Download an equality, diversity and inclusion policy template, Acas training in equality, diversity and inclusion, Find out more about religion or belief discrimination, Find out more about selecting employees for redundancy, in very limited circumstances allowed in law, the business supports and treats everyone fairly, what kind of behaviour is expected of them, about discrimination and the law, and what is not acceptable, where to find the procedures for resolving any problems, consult with your employees and any representatives, follow any existing consultations or arrangements with employees or their representatives, make an action plan including what steps will be taken to make sure the policy is put into everyday practice, how to get staff on board, for example training for all staff so they all understand the policy, and what needs to happen to make it work in practice, how to best monitor and measure if the policy and plan are working as intended, and record those results, how to work out if the policy is effective and what needs to change, who will put the policy and plan into practice and by when, anyone who believes they meet the essential requirements of the job, anyone under-represented in the organisation – this is called ‘, use the job description and person specification to choose the best applicants, avoid making decisions based on what they think or believe about a person because of their protected characteristics (‘, training and development for employees and managers, for example, so staff have access to opportunities without prejudice because of a protected characteristic, new staff inductions, for example, so everyone gets on board straight away with the equality, diversity and inclusion policy, performance review processes and promotions, for example, so there are no questions about whether or not an employee fits in because of their protected characteristic, terms and conditions in their employment contracts, having less belief than someone else or no belief, are clear what the organisation’s purpose and values are, understand how they play a part in achieving your organisation’s goals, letting them know how the business is doing, being clear about any changes, decisions or plans, encourage everyone to have a more inclusive attitude, give managers training that helps them see the importance of their role in shaping your workplace culture, have an equality, diversity and inclusion champion at senior level who can speak up for under-represented groups and flag any issues that need addressing, look out for signs of discrimination, inequality and exclusion, and address them as soon as possible, better of someone because they believe they’re alike, less of someone because that person is different to them, for example, they might be of a different race, religion or age, advertising a job vacancy in at least 2 different places to reach a wide range of people from different backgrounds, getting recruiting managers to agree to make each other aware if they notice stereotyping, holding back some details on job application forms, such as the applicant’s name or sex (this is called ‘blind sifting’), that could affect recruiting managers’ opinions, where possible, having one of the interviewers on the phone so they do not make decisions based on the physical appearance of the person being interviewed, at each stage, having more than one person sifting job applications, interviewing the applicants and deciding who gets the job, allowing time to make decisions, for example on recruitment, promotions or grievance and disciplinary outcomes, keeping a written record of why decisions were made. Sex. Did you get the information you need from this page? Diversity and inclusion in the workplace cause all employees to feel accepted and valued. Sexual orientation.Hiring people from all kinds of backgrounds widens the range of thinking that takes place in your office. Select the statement you most agree with: Supporting mental health in the workplace, Dealing with a problem raised by an employee, Improving equality, diversity and inclusion in your workplace, Please tell us why the information did not help, I cannot find the information I'm looking for. Equity And Equality’s Relationship To Diversity And Inclusion. One idea, from one person, at any one time, could be the difference between success and failure. In recognition of Diversity Month, we asked our own Employee Resource Group leaders for some tips and action items for managers and HR leaders to help build a diverse and inclusive culture at work. First, it’s helpful to define diversity and inclusion. This includes those who are away from work because of: Allowing employees flexible working where possible could avoid the risk of discrimination against an employee because of a protected characteristic. You should follow full and fair grievance and disciplinary procedures. Download now. – The business case – This comprises the specific commercial benefits to your business that greater diversity will afford. What can businesses do to ensure equality, diversity and inclusion of its individuals? Companies with a diverse workforce are generally more inclusive of different individual characteristics and perspectives. This results in the UK having 316 million different senses perceiving the world in different ways. These are articles that offer an evidence-base for how to achieve change within organizations. 3.2 Identify potential issues relating to equality, diversity and inclusion in the workplace There are many early warning signs in an organisation where issues and potentially harmful situations relating to equality, diversity and inclusion might arise. Your workplace policies and practices should make clear what counts as unacceptable behaviour at work. Employees feel included when they feel “safe” to voice their concerns and opinions without fear of victimization. Companies that strive for workplace equality (treating everyone the same, without discrimination) may not factor in the need for equity. You must not treat people unfairly because of reasons protected by discrimination law (‘protected characteristics’). Internal communication tools can be of great help to promote diversity and inclusion in the workplace. According to the Equality and Human Rights Commission, “Equality is about ensuring every individual has an equal opportunity to make the most of their lives and talents .”. Your policy could also point employees to any extra activities or services that your workplace offers, such as: Check equality, diversity and inclusion in your workplace. A fundamental value that contributes to a successfully diversified workplace is respect among workers and employees. As a result, many mission-driven organizations are signaling their desire to institutionalize workplace DEI practices by launching a staff-led taskforce, working groups, and committees.. Perhaps you're even thinking about starting a DEI committee at your own organization. This idea of fairness and justness underpins equality, diversity and inclusion in the workplace and its importance cannot be understated. 1. Employers, managers and employees should all understand the importance of equality, diversity and inclusion in all areas of work, including: If you have a small business or organisation and feel you do not have enough resources to draw up and see through an action plan, you can still do what you can. Leadership positions should model inclusive behaviours and promote inclusive communication. The latest UK census data (2011) is old but fit for this purpose[2]. This Equality, Diversity and Inclusion in the Workplace e-learning module is designed to help you understand and apply principle on how to properly orientate your business to these principles. When succession planning there should be an objective and transparent plan where performance is the determining factor. Ensuring new recruits are trained on the importance of valuing what different people offer and performance reviews should include questions on inclusivity. Eight years later, she now works four days and is part of a team from across the organisation that ensures the diversity and inclusion strategy remains purposeful and effective. Equality, diversity and inclusion should also have a place in the training, development and promotion of staff. This inherently means that it isn’t a quick fix that could be done overnight. You could also hold activities and events that encourage inclusion in the workplace, such as: How a person thinks can depend on their life experiences and sometimes they have beliefs and views about other people that might not be right or reasonable. By the age of 10, she had decided she wanted to be an engineer like her father. Diversity, inclusion and respect sit at the heart of the Army's values and ethos, and rightly so. You should make sure it’s removed as soon as possible and that the incident is thoroughly investigated and fairly handled. A male manager thinks men work harder. When most of us think of diversity in the workplace, factors such as age, race, gender and cultural background spring to mind. Race. Diversity in the workplace describes the variation in personal, physical, and social characteristics, such as gender, ethnicity, age, and education. Facebook Twitter Reddit Pinterest Email LinkedIn WhatsApp. While informed by laws and the social contract, each individual will have different perceptions of what is just based on experiences and perception. As more people become Culture Makers, inclusion and diversity strategies will continue to evolve and expand, as will the potential of all employees to find meaning, social support and wellbeing at work—while contributing more fully to the growth of their organizations. If someone is bullied or harassed but you do nothing to stop it and they leave their job, they could claim constructive dismissal at an employment tribunal. When he’s recruiting for a new position, he chooses not to hire a female applicant and instead hires a man, even though the recruitment process showed the female applicant was the better applicant. equality and diversity agenda has picked up significant momentum. Diversityand inclusion has become a CEO-level issue around the world. The Act makes it unlawful for employers to discriminate against workers and puts an onus on businesses to prohibit prejudicial behaviour and make adjustments so that everyone has access to the same opportunities. Equity Isn't Synonymous with Equality. Diversity and inclusion in the workplace has been a focal point for human resources and employer branding strategies for quite some time now. In an era where social justice and political divisiveness is highly publicised, the question is this. They will illicit different thoughts; these biases are part of being a human and categorising people is as natural as breathing. Getty. As a concept, when it comes to equality in the workplace, it’s always worth considering it in line with respect and tolerance. Historically, there has been a perception that engineering is a man’s job meaning the drive for equality and diversity within this field is high. You should make sure employees do not miss out on job or training opportunities and are informed about any important matters and changes in their workplace.