Equality, diversity and inclusion need to be measured and analysed in all aspects of the organisation such as performance and processes. Nisha’s organisation is progressive and innovative, as it is recruiting and promoting more and more women every year. Find out more about religion or belief discrimination. Sex. For more information; see Mary Jones’ article on Developing an Integrated HR Strategy. Sometimes, this conflict turns to animosity and may even effectuate situations of violence. This could be due to their age, ethnicity, gender, culture, language and many other factors. As a result, organizations that adopt D&I practices see huge gains in the form of business results, innovation, and decision-making. Download now. By: Mary Jones|Published on: Oct 16, 2019|Categories: Featured, HR Consultancy and Projects, HR Strategy| 0 comments. Equality, diversity and inclusion should also have a place in the training, development and promotion of staff. 1. We often see the 3 words equality, diversity and inclusion banded about rather like throwaway phrases. She’s told that the preferred staff uniform for women is a skirt, matching jacket and blouse. It should be described in a way that shows what makes them unique and posted on the online employee community platform of your company. Diversity, equity, and inclusion (DEI) is becoming an increasingly valued part of the workplace conversation. To continue to be recognised as one of the leading army’s in the world we must be able to recruit and retain a diversity of talent and thought, drawing from all sections of society. Defining diversity People aren’t diverse, but teams and companies must be. Get the 2019 Workplace Diversity, Inclusion, and Intersectionality Report. Did you get the information you need from this page? 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. On a fundamental level, equity and equality are both points along a longer continuum of diversity and inclusion. At Ceridian, we define diversity as a measure of difference in identity; things like gender, ethnicity, age, sexual orientation, ability, or religion. Objectivity is key to reduce the impact of bias on processes which could include pay, performance management, recruitment and many others. Workplace diversity is beneficial for employee retention. All levels of management should deem diversity and inclusion important; leaders and HR professionals can promote diversity and inclusion and remove the barriers. In accompaniment to the Equality Act there is other legislation around pay, flexible working, maternity / paternity and more. Ways to avoid unconscious bias at work include: If you like, you can tell us more about what was useful on this page. Exit interviews could include questions regarding the leavers’ feelings around inclusivity in the organisation. What is inclusion? Inclusion refers to the procedures organizations implement to integrate everyone in the workplace, allowing their differences to coexist in … But then this was written by one individual and their perception of the subject matter, does that make it valuable? More spe… It was mentioned earlier that fairness can be subjective, what is a fair process or outcome in one country may not be fair in another. Diversity and inclusion in the workplace has been a focal point for human resources and employer branding strategies for quite some time now. It should be described in a way that shows what makes them unique and posted on the online employee community platform of your company. This could also apply to other things such as dietary requirements. This fact appears in every job advert, on the website, in the monthly meetings, company newsletter and in other company literature. When there is a lack of acceptance of the diverse culture and beliefs among employees, conflicts may arise. Some research has shown significant financial gains can be made by investing in a diverse workforce. Why are employee rewards and recognition so important, Designed and Built by drumBEAT Marketing UK © Petaurum 2020 – Company no. Diversity in the workplace describes the variation in personal, physical, and social characteristics, such as gender, ethnicity, age, and education. You should follow full and fair grievance and disciplinary procedures. equality and diversity agenda has picked up significant momentum. Many of the participants who have turned up at the training have a different perception of what each word means. You will see how diversity can be leveraged to make us think about how we think, and how it can help us to expand our perceptions and understanding. The HR manager says this would be acceptable, understanding Ayesha’s request is reasonable because of her religious beliefs. They should also be trained at spotting the candidates most and least likely to feel included. Direct discrimination is absolutely unjustifiable. But actually creating a diverse, inclusive business is easier said than done. By the end of this module, you will grasp the challenges of implementing inclusion in the workplace and be able to apply the cognitive method to a diversity case. 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. Everyone should have a right to equal access to employment and, when employed, should have equal pay and equal access to training and development. This idea of fairness and justness underpins equality, diversity and inclusion in the workplace and its importance cannot be understated. 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. Equality is in opportunity, not necessarily in results, trying to have equality in results without equality in opportunity is counterproductive and importantly unfair. For example, staff training. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. We cannot respond to questions sent through this form. 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.”. Religion and belief. By the age of 10, she had decided she wanted to be an engineer like her father. Internal communication tools can be of great help to promote diversity and inclusion in the workplace. There needs to be a cultural change within organisations as there is no one activity that would lead to a diverse and inclusive workforce. Doing so could lead to a discrimination claim to an employment tribunal. This might also be called an ‘equal opportunities policy’. When it comes to approaching most senior leaders regarding equality, diversity, and inclusion in the workplace, there are two main drivers for getting behind your diversity and inclusion plans. You can get Acas training in equality, diversity and inclusion. Diversity, inclusion and respect sit at the heart of the Army's values and ethos, and rightly so. This might also be called an ‘equal opportunities policy’. A fundamental value that contributes to a successfully diversified workplace is respect among workers and employees. Equality, diversity and inclusion are personal to each individual. The law effectively protects individuals from discrimination and inequality if the reason for it is because of a protected characteristic. Nisha and her colleagues were regularly involved in decision making and leaders valued individual opinions. 7. This celebration of diversity is very positive and why not empower women to work within this predominantly male orientated profession. In a job interview, applicant Ayesha asks the HR manager about the workplace’s dress code. This is because more women than men are the main carers for their children. 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. But pay discrimination claims could be made for any protected characteristic, for example age, disability, race or religion. Innovation drives a business forward – and research shows that disruptive, breakthrough ideas come about when employees have a sense of belonging and diverse teams look at challenges from different angles. 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. Diversity, inclusion and equality are all very different components of having a strong workforce. The Equality Act 2010 protects people from discrimination related to any protected characteristics—of which there are nine. Understanding Equality And Diversity In The Workplace 5th February 2015 In the UK, companies are legally required to adhere to certain practices that ensure discrimination is eliminated and expectations of equality are always met in the workplace. This misinterpretation of equality and in some cases, positive action, is harmful not only to those individuals making those statements but also the individuals in question. As we’ve seen in this diversity and inclusion series on Envato Tuts+, there are many powerful benefits of diversity in the workplace. This is known as ‘unconscious bias’ and includes when a person thinks: This means they could make a decision influenced by false beliefs or assumptions. It was key to ensure that all in the workplace feel equally valued and involved, sharing their differences to promote better decision making. Having a diverse workforce is only achievable long-term by having an inclusive environment. When it comes to supporting diversity and inclusion in the workplace, don’t play favorites, practice basic courtesy, and pay special attention to how you can embrace non-discriminatory practices and policies. 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. They’re central to business success. A good start is to have a workplace policy covering equality, diversity and inclusion. “The Big Five” is an accurate personality model and many businesses around the world use it. This includes: Training should show why it's important to value everyone’s differences and how to do this. You could get managers trained on skills that help them including: Equality, diversity and inclusion should also have a place in the training, development and promotion of staff. 4. 5.1 – Be able to promote equality and diversity in work with children and young people. Marriage and civil partnership. who will be discussing ways to make your company a more diverse and equal workplace.. “the ideal man for the job” or by only having stairs to access a building. Without accountability the whole circle collapses. 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. Be sure that the mission of the organization … Every individual perceives the world in a different way, and the value of that shouldn’t be overlooked. In order to achieve equality, diversity and inclusion in your workplace, you first need to assess the current organisational behaviours, the behaviours you would like to encourage, and act - identify what needs to be done to achieve them. Diversity and inclusion requires diverse and non-diverse leaders to work together to create a culture that embraces diversity of thought and deploys the … The Equality Act was introduced in the UK to eliminate unlawful discrimination, advance equal opportunities and promote good relations between people. You must not treat people unfairly because of reasons protected by discrimination law (‘protected characteristics’). Apart from in very limited circumstances allowed in law, employers and employees must not make decisions about job applicants or staff based on a protected characteristic. Employees should feel they can apply for more senior roles, regardless of a protected characteristic. Diversit… In fact, it has been reported that companies that practice diversity and inclusion in the workplace outperform other non-diverse companies by 15 percent. 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. If individuals in the organisation don’t feel included, they will either lose motivation or leave, no matter what efforts have been made by management. The law protects from discrimination, harassment and victimisation because of: You should make sure that all employees are treated fairly, regardless of their beliefs or lack of belief, and address any issues as soon as possible. Meanwhile, inclusion refers to an individual’s experience within the workplace and in a wider society, and the extent to which they feel valued and included. Diversity and inclusion go hand-in-hand, and for diversity practices to be successful, you must facilitate an inclusive work culture. Acceptance fosters mutual respect and prevents conflicts from arising. The commonly under-utilised ‘flexible working’ policies should be more widely used, and more time invested in considering how specific jobs/job roles could be applied. After 18 months she interviewed for a promotion and got it, this time she was overjoyed. Getty. Ensuring new recruits are trained on the importance of valuing what different people offer and performance reviews should include questions on inclusivity. If 2020 has taught us anything, equality, diversity and inclusion in the workplace should not be afterthoughts for any organisation. There are numerous trends driving the increased attention on the employee diversity and employee inclusion conversation, such as the Five Diversity And Inclusion Trends We Can Expect In 2019 from Forbes. What can businesses do to ensure equality, diversity and inclusion of its individuals? We are pleased to introduce the CMA’s Equality, Diversity and Inclusion Strategy 2020 to 2024, which outlines our commitments for the next 4 years. To business leaders and HR professionals this word may be perceived less controversially than it is to frontline staff or those just starting their careers. One of these individuals is Nisha. Pay should be regularly reviewed to ensure it remains, fair, equal and transparent. Let’s clear something up: A person is not “diverse,” and there’s no such thing as a “diverse” candidate. Companies with a diverse workforce are generally more inclusive of different individual characteristics and perspectives. Diversity in the workplace describes the variation in personal, physical, and social characteristics, such as gender, ethnicity, age, and education. Everyone traditionally has 5 senses which they perceive the environment around them with. You’ll learn what structures to put in place, some best practices around communication and training, how to deal with benefits packages, and much more. This promotion is an increase in pay and to her friends and family is seen as a just reward for her hard work. 9. We will identify individual differences, describe the key terminology and outline why you as an employer, HR professional or employee should really care. Hays UK Equality, Diversity & Inclusion Report 2020 . There are four key areas in which an organisation should focus if they wish to achieve their inclusive objectives. Ayesha asks, if she gets the job, could she wear matching trousers instead of a skirt, as she must cover her legs as part of her Muslim beliefs. When selecting staff for redundancy, you should be careful to not make decisions affected by unconscious bias and protected characteristics. London is the most diverse region with 44.9% of people recognised as White British and some 40.2% as Ethnic minorities (source). There are three key groups of reasons why equality, diversity and inclusion are important to an organisation: In 2010 the government were very thoughtful when naming the key piece of legislation surrounding equality, kindly naming it the Equality Act (makes it more memorable). Continuous development is about ensuring that all individuals have the skills and tools to do the job. The digital organization of today, which operates as a network of teams, thrives on empowerment, open dialogue, and inclusive working styles. Everyone can think in a way that involves unconscious bias at some point, but it’s important to be aware of it and not let it affect behaviour or decisions. Create a Structure. Gender reassignment. 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. There are nine protected characteristics: Discrimination is a very serious offence within the workplace and can happen at any point from recruitment to when individuals leave the employment of an organisation. One of the key aspects of achieving any goal is measuring it. When succession planning there should be an objective and transparent plan where performance is the determining factor. After just less than a year of starting her dream career, Nisha is given supervisory responsibility of a project. The EqA makes it unlawful to discriminate on the grounds of nine protected characteristics. Diversity in the workplace is vital for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. So in this tutorial we’ll look at how to build a culture of diversity and inclusion in your workplace. Getty. Individual wellness should be considered as part of the employee experience and as such should be regularly measured. She was feeling disrespected and couldn’t take that position away from a person she felt more deserving. Inclusion is the culture in which the mix of people can come to work, feel comfortable and confident to be themselves, work in a way that suits them and delivers your business needs. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. When most of us think of diversity in the workplace, factors such as age, race, gender and cultural background spring to mind. A male manager thinks men work harder. They are taught about the major religions of the world, cultural differences and working within codes of conduct. What is morally right is ultimately determined by society, a business will not last long if it is found to be morally corrupt. While this point seems fairly obvious, I would be remiss to not at least briefly discuss it. You should also try to agree to employees’ requests, where reasonable, for time off for religious festivals and to pray at work. However, as the workplace becomes more diverse, more issues arise accordingly. Send a weekly email with an equality and diversity mini-lesson to underscore the importance of continuing education. But diversity and inclusion doesn’t just involve how we think about ourselves, it includes our interactions with others. Consider promoting equality and diversity in the workplace by launching a passive education campaign. Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs ,culture and sexual orientation. Find out more about selecting employees for redundancy. Getting started with equality, diversity, and inclusion in the workplace can seem like a daunting prospect, but it need not be.. Facebook Twitter Reddit Pinterest Email LinkedIn WhatsApp. If you liked this article you might want to look at some of these related articles and resources. She turned down the promotion and left the company, her exit interview consisted of three generic questions by her line manager. We will provide advice on what can be done to improve and ensure a culture of equality, diversity and inclusion. The difference between diversity, inclusion and equality. The basic idea is to have specific and achievable planned goals anywhere from 1 week to 5 years and pivotally how to get there. There are many ways in which an organisation can increase equality, diversity and inclusion. When employees feel more connected at work, they tend to work harder and smarter, producing higher quality work. 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. A policy helps everyone to know: 1. the business supports and treats everyone fairly 2. what kind of behaviour is expected of them 3. about discrimination and the law, and what is not acceptable 4. where to find the procedures for resolving any problems Your policy could also point employees to any extra activities or services that your workplace offers, such as: 1. staff network… The importance of diversity and inclusion, popularly known as D&I, is gaining momentum in the professional scene. Leaders should be promoted based on inclusive leadership with it added as a KPI. 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. As a result, companies with greater diversity in the workplace have lower turnover rates. I have had an interesting few months delivering equality, diversity and inclusion training to a variety of people in organisations. The name is a key indicator as to how many different personality scales make up the model (Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism). Understanding the fine nuances of inclusion, equality and diversity in the modern workplace is challenging. Diversityand inclusion has become a CEO-level issue around the world. Join us for our latest Free Employer Webinar on 'Diversity and Inclusion' in the workplace taking place at 12pm on Wednesday 27th January.We will be joined by Alex Ehmcke from Pink News, Luke Davis from Diversifying, Shana Gujral from ThinkLila and Adeva Solanke. Also, altering all job descriptions to gender-neutral lingo shows commitment to building employee diversity … Research by the Global CEO survey indicates that 85% of companies who have in place formal diversity and inclusion strategies report improvements in their bottom line. 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. A diverse and inclusive environment establishes a sense of belonging among employees. You should check regularly that all employees doing equal work have equal: The equal pay law is aimed at equal pay for men and women doing equal work. From an early age she enjoyed taking things apart to see how they went back together again. Some activities such as leaders driving inclusivity and measuring it within an organisation aren’t just one-off exercises. 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. As mentioned earlier, seeking commonality is natural, it would therefore make perfect sense for the workforce to mirror its customers. Responsibility to ensure the organisation can attain and retain a diverse workforce inclusively falls with its leaders. The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society, emphasizing the nine characteristics where protection is particularly required. Diversity and Inclusion should be deemed important by all levels of management from the top down. Removal of any single area would undermine the entire agenda and therefore activities should be carried out within each. In this year’s Hays Equality, Diversity & Inclusion Report, we discover how flexible working can help facilitate equality in the workplace, and the ways in which employers and employees alike believe it has impacted their diversity and inclusion journeys this year. Inclusion refers to the procedures organizations implement to integrate everyone in the workplace, allowing their differences to coexist in a mutually beneficial way. You should make sure it’s removed as soon as possible and that the incident is thoroughly investigated and fairly handled. Article written by Dean Bruce, Lincoln University student, studying for his Level 5 Intermediate Diploma in Human Resource Management. Line managers and HR business partners have an obligation to actively seek out employees who may be becoming excluded and attempt to correct this. Hays UK Equality, Diversity & Inclusion Report 2020 . Champion equality, diversity and inclusion 1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility. Encouraging diversity and inclusion in the workplace will boost the company’s brand identity as well. Meanwhile, inclusion refers to an individual’s experience within the workplace and in a wider society, and the extent to which they feel valued and included. Again, the point would be the vast number of combinations available in the UK. Research has indicated that around 80% of the millennial generation consider company policies on diversity, equality and inclusion during their job search. Coronavirus (COVID-19): latest advice for employers and employees. Equality, diversity and inclusion is making sure no one feels left out at work. 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. It has more impact than age or gender and leads to an increase in innovation mindset in all … You can also promote your values as an equal opportunities employer and how you welcome applications from: For example, you might say that applications from qualified candidates with disabilities are welcome. As such, all team leaders should be measured and performance in this category held as a KPI. A web of inclusions can be created in the form of stories or real-life incidents. They are age, disability, marital status/civil partnership, maternity/pregnancy, race, religion/belief, sex, sexual orientation and transgender status. Employee surveys should be used to assess and understand the blockers to progression. While informed by laws and the social contract, each individual will have different perceptions of what is just based on experiences and perception. Equity refers to a state where everyone – regardless of their ethnic background, country of origin, age, physical ability/disability, or gender – has a level playing field. Indirect discrimination could come from something as simple as the wording of job adverts e.g. Your workplace policies and practices should make clear what counts as unacceptable behaviour at work. 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. McKinsey and Co. found that businesses in the top quartile for gender diversity was 21% more likely than the 4th quartile to have above average profitability. – The business case – This comprises the specific commercial benefits to your business that greater diversity will afford. Please do not include any personal details, for example email address or phone number. They are naturally better at orientating themselves because it is ingrained in their culture through language. Methodology. When she was asked why she left, her response was that she felt the job was only hers because she was a female and a British Indian. Race. 3 months before returning from maternity leave, a female employee requests to work fewer hours as she is now the main carer for her children at home. Equality is about equal opportunities and protecting people from being discriminated against while diversity is about recognizing respecting and valuing differences in people. Essentially it comes in two forms, either direct or indirect, and can be either conscious discrimination or unconscious discrimination. These are articles that offer an evidence-base for how to achieve change within organizations. This article is the second in a series focused on Diversity and Inclusion (D&I) in the workplace. Pregnancy and maternity. 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 .”. Disability. Diversity and inclusion in the workplace cause all employees to feel accepted and valued. Should show why it 's important to value everyone ’ s helpful to define diversity and training. It valuable workplace conversation up at the training, development and promotion of staff organisation! Clear what counts as unacceptable behaviour at equality, diversity and inclusion in the workplace, they are naturally better at orientating themselves because is... 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