Inclusion, importantly, goes a step further than diversity. For example, a company could claim to be \u2018diverse\u2019 based on the numbers of staff who meet a certain criteria. However, if an organisation is truly inclusive, then they ensure that every member of that diverse community feels valued and included. <\/p>\n\n\n\n
Equality, Diversity and Inclusion in the Workplace Examples<\/h4>\n\n\n\n
Keeping those key terms in mind, here are some examples of how these might apply in a workplace setting:<\/p>\n\n\n\n
Equality\/Equity<\/strong> \u2013 Making sure that company processes and procedures do not discriminate against any individual or group. This runs throughout an individual’s employment journey and could include anything from the wording of job roles – for example, using \u2018supervisor\u2019, which carries no gender implications, rather than \u2018foreman\u2019 – to providing British Sign Language interpreters at whole-company presentations. <\/p>\n\n\n Diversity<\/strong> \u2013 Actively welcoming differences in the workforce and valuing the contributions that come from those differences. For example, building awareness and celebrating those differences through things such as marking Pride Month or Menopause Awareness Week can help to promote an appreciation of diversity within your workplace. (However, care must be taken – awareness days, weeks or months can be powerful tools to help promote diversity but they should be part of a culture of inclusion<\/strong> \u2013 not an annual tick box activity.) If you are looking to learn more about menopause awareness, why not take a look at our article: How to Provide Menopause Support in the Workplace<\/a>.<\/p>\n\n\n\n Inclusion<\/strong> \u2013 Ensuring that consideration is given to all aspects of the company culture to make sure everyone<\/strong> is included. For example, organising a team-building activity in the top floor VIP room at a bar for 4pm on a Friday evening could potentially exclude team members with particular religious beliefs, those with caring responsibilities, with physical disabilities or neurodivergent employees. <\/p>\n\n\n\n Equality, diversity and inclusion should be embedded in the workplace, regardless of the size of the organisation. How that will look in practice will depend on the particular company. There is no \u2018one-size-fits-all\u2019 approach to E,D&I in the workplace, but we will explore some key areas that should be considered when trying to improve E,D&I in your organisation.<\/p>\n\n\n\n Whilst progress has been made towards equality, diversity and inclusion, we are still a long way from having a fully equitable and inclusive workplace, as illustrated by the following UK statistics:<\/p>\n\n\n\n As well as the fundamental importance of ensuring that no one is disadvantaged or discriminated against in the workplace, and that everyone feels that they are valued and respected for themselves, there are legal requirements and business-related benefits surrounding promoting E,D&I in the workplace. <\/p>\n\n\n There are a huge range of benefits that come with working to improve and prioritise equality, diversity and inclusion in the workplace. These can include, as the Advisory, Conciliation and Arbitration Service (ACAS) notes, helping to:<\/p>\n\n\n\n Although research is limited, a confirmed link has been shown between inclusion and successful knowledge sharing, innovation and creativity within teams (CIPD<\/a>, 2019).<\/p>\n\n\n\n Our Equality, Diversity and Inclusion Training Course<\/a> has been designed to help learners understand more about their responsibilities for promoting equality, diversity and inclusion in the workplace. It aims to help you promote a fairer, more tolerant and more inclusive working environment.<\/p>\n<\/div>\n\n\n\n The Equality Act brought together a range of anti-discriminatory laws, and covers all of Great Britain. It offers protection from discrimination, harassment and victimisation for nine specific personal characteristics \u2013 known as protected characteristics<\/strong> under the law.<\/p>\n\n\n\n The protected characteristics are:<\/p>\n\n\n\n Under the Equality Act, employers also have a legal responsibility to provide reasonable adjustments<\/strong> for employees or potential employees with disabilities. This could range from organising a job interview on the ground floor for a candidate who is a wheelchair user to offering choice on how to attend team meetings to support neurodivergent employees.<\/p>\n\n\n\n You can test your knowledge of equality and diversity law with our quick quiz<\/a>.<\/p>\n\n\n\n The term intersectionality refers to possessing multiple characteristics, which often overlap. Organisations need to take a systemic approach to inclusion, appreciating that inclusion isn\u2019t about allowing \u2018different\u2019 people to \u2018fit in\u2019. Instead, inclusion is about creating an environment where everyone is appreciated for being individual.<\/p>\n<\/div> \n Building Inclusive Workplaces: Assessing the Evidence, CIPD <\/p> \n<\/div>\n\n\n\n There is not a single strategy or simple checklist to work through to successfully build a truly inclusive workplace \u2013 it will depend on your organisation, how inclusive the company currently is and the workforce and customer base you serve, amongst other things. <\/p>\n\n\n\n However, the following steps can help you on the journey towards improving equality, diversity and inclusion in your workplace.<\/p>\n\n\n\n Know your starting point<\/strong><\/p>\n\n\n\n Before considering how you can improve E,D&I, you need to get as clear a picture as possible of where you are now. This will need to draw on several sources in order to be comprehensive. <\/p>\n\n\n\n In terms of diversity, regularly analysing recruitment and employee data can help to identify whether your workforce is representative of the community. However, there are limitations to data<\/a> available, in terms of inclusivity, against which you might be able to benchmark. If you know, for example, that there is a marked imbalance in the age of the candidates you are attracting, you can begin to analyse why that might be and what possible measures could be taken to address that imbalance.<\/p>\n\n\n\n However, as inclusion is about whether people feel included, valued and able to thrive, you will need to gather information about how your workforce actually feel. This could include adding inclusion questions to regular anonymous staff surveys, discussions in mentor meetings or putting together focus groups to discuss particular issues, i.e. staff voice.<\/p>\n\n\n Create an inclusive workplace culture<\/strong><\/p>\n\n\n\n This means that all aspects of work life include a consideration of inclusion. For instance, an organisation could ask themselves:<\/p>\n\n\n\n Develop an awareness of and avoid unconscious bias<\/strong><\/p>\n\n\n\n You can only prevent unconscious bias when you are aware of it, so it\u2019s important to explore this. Further information can be found in our article here<\/a>.<\/p>\n\n\n\n Develop an equality, diversity and inclusion policy<\/strong><\/p>\n\n\n\n Every workplace should have an E,D&I policy and apply it to every aspect of employment. However, it is important that any policies exist within a culture that truly values difference. Policies alone will not ensure inclusion, but they can signal and cement the commitment to creating an inclusive workplace. <\/p>\n\n\n\n Consider where your organisation promotes this policy and what that signals to current and potential employees \u2013 does it appear front and centre of your website or intranet or do you have to hunt for it? (Barkworth, 2022)<\/p>\n\n\n\n Further guidance regarding developing an equality, diversity and inclusion policy, along with a downloadable template, can be found in our article here<\/a>.<\/p>\n\n\n Complete Equality, Diversity and Inclusion training<\/strong><\/p>\n\n\n\n All employees, including those with management responsibilities, can benefit from Equality, Diversity and Inclusion training<\/a>, allowing them to build their knowledge of the issues surrounding E,D & I and to reflect on how they can contribute towards promoting and improving inclusion in the workplace.<\/p>\n\n\n\n Continually review and evaluate<\/strong><\/p>\n\n\n\n It is important that the effectiveness of any strategies to promote inclusion is regularly evaluated, in order to build on what has been successful and identify any areas for further improvement. This can be done in similar ways to assessing your starting point, but on an ongoing basis.<\/p>\n\n\n\n International healthcare company Bupa Global & UK was ranked as the UK\u2019s third most inclusive employer by Inclusive Companies on their 2021\/22 index. <\/p>\n\n\n\n Bupa has over 25,000 employees and serves over 5 million customers worldwide. It operates dental practices, care homes, retirement villages, health clinics and a hospital.<\/p>\n\n\n\n On achieving the third place ranking, Carlos Jaureguizar Ruiz-Jarabo, CEO at Bupa Global, India & UK, said \u201c…It is essential that everyone feels welcome and that they are able to bring their whole selves to work every day. Having a diverse workforce is also important as it is reflective of our customers, who are from every community.\u201d<\/em><\/p>\n\n\n\n Inclusive Companies highlighted the following important factors which have contributed towards Bupa\u2019s progress within diversity and inclusion over the past few years:<\/p>\n\n\n\n Full details can be found on the Inclusive Companies website here<\/a>.<\/p>\n\n\n\n Promoting equality, diversity and inclusion in the workplace helps to ensure that everyone is able to work in an environment where all aspects of their identities are recognised, respected and valued. It is important that all employees play their part in helping to create an inclusive workplace, where everyone is included, so that each individual and the entire organisation are able to thrive.<\/em><\/p>\n\n\n\n Promoting equality, diversity, and inclusion should be an aim of all workplaces. Explore the benefits and find out how to create a better work environment for all. <\/p>\n","protected":false},"author":54,"featured_media":66234,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[67],"class_list":["post-6181","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","tag-equality-diversity"],"acf":{"schema_disabled":false,"schema_properties_FAQPage_question_answer":null,"schema_properties_HowTo_howto_tools":null,"schema_properties_HowTo_howto_supplies":null,"schema_properties_HowTo_howto_steps":null,"schema_properties_WebPage_cssSelector":null,"schema_sameAs_repeater":null,"schema_custom_json_repeater":null,"schema_custom_json_override":false},"yoast_head":"\n![\"workplace](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2023\/02\/Employers-reading-a-CV-at-interview.jpg\")
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\n\n\n\nWhy is Equality, Diversity and Inclusion Important in the Workplace?<\/h2>\n\n\n\n
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![\"diverse](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2023\/02\/Team-meeting.jpg\")
<\/figure><\/div>\n\n\nBenefits of Equality, Diversity and Inclusion<\/h4>\n\n\n\n
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\n\n\n\nEquality Act 2010 and Protected Characteristics<\/h2>\n\n\n\n
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The Equality Act also protects those discriminated against through association or perception <\/strong>\u2013 for example, an employee discriminated against due to a partner’s religious belief or due to being perceived as LGBTQ+.<\/p>\n\n\n![\"LGBTQ+](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2023\/02\/Young-people-smiling-with-a-rainbow-flag.jpg\")
<\/figure><\/div>\n\n\nIntersectionality<\/h4>\n\n\n\n
Intersectionality is about having a mix of identities and how these might combine to create different types of discrimination or privilege, and it\u2019s important to consider when looking to promote equality and inclusion for everyone. Those with intersectional identities can be more vulnerable to discrimination, and may experience discrimination differently.<\/p>\n\n\n\n
\n\n\n\nHow to Promote Equality, Diversity and Inclusion in the Workplace<\/h2>\n\n\n\n
![\"wheelchair_user_workplace_diversity\"](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/01\/wheelchair_user_workplace_diversity.jpg\")
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\n\n\n\nCase Study – Bupa Global & UK<\/h2>\n\n\n\n
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\n\n\n\nFurther Resources:<\/h3>\n\n\n\n
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