In the UK, discrimination legislation is covered by the Equality Act 2010 (EqA). Workplace diversity is beneficial for employee retention. She turned down the promotion and left the company, her exit interview consisted of three generic questions by her line manager. Diversity is the mix of people. Every individual perceives the world in a different way, and the value of that shouldn’t be overlooked. 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. You can get Acas training in equality, diversity and inclusion. But diversity and inclusion doesn’t just involve how we think about ourselves, it includes our interactions with others. 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. 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. For example, because of a person’s sex, age or race. After 3 months of unemployment Nisha started at a new place of work. Diversity and inclusion in the workplace cause all employees to feel accepted and valued. While informed by laws and the social contract, each individual will have different perceptions of what is just based on experiences and perception. You must not treat people unfairly because of reasons protected by discrimination law (‘protected characteristics’). In this context, we’re looking at fairness which is ‘impartial and just treatment or behaviours free from favouritism or discrimination.’. 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. Diversity and inclusion in the workplace cause all employees to feel accepted and valued. The primary reason for employment tribunals is that somewhere along the line individuals either choose to be explicitly unfair or misinterpret what it means to be fair. Send a weekly email with an equality and diversity mini-lesson to underscore the importance of continuing education. This is because more women than men are the main carers for their children. 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. From an early age she enjoyed taking things apart to see how they went back together again. Diversity, inclusion and equality are all very different components of having a strong workforce. This might also be called an ‘equal opportunities policy’. 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. On a fundamental level, equity and equality are both points along a longer continuum of diversity and inclusion. If you refuse her request but do not have a valid business reason, this could be discrimination because of sex. The Equality Act 2010 protects people from discrimination related to any protected characteristics—of which there are nine. When employees feel accepted and valued, they are also happier in their workplace and stay longer with a company. Disability. Building awareness is a first step towards real change. In this blog post, diversity and inclusion expert (and 2019 MBE) Joanna Abeyie explores the differences between each element and how they relate to all workplaces. After 18 months she interviewed for a promotion and got it, this time she was overjoyed. Doing so could lead to a discrimination claim to an employment tribunal. Diversity and Inclusion should be deemed important by all levels of management from the top down. 9. Having a diverse workforce is only achievable long-term by having an inclusive environment. The latest UK census data (2011) is old but fit for this purpose[2]. But actually creating a diverse, inclusive business is easier said than done. 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. Exit interviews could include questions regarding the leavers’ feelings around inclusivity in the organisation. Just in the beginning of this year, the Dutch cabinet has echoed the advice given by the Social and Economic Council (SER) to accelerate efforts in incorporating diversity into organizations. 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. These are articles that offer an evidence-base for how to achieve change within organizations. So in this tutorial we’ll look at how to build a culture of diversity and inclusion in your workplace. Earlier, I talked briefly about some of the ways in which we are all individuals and differ from each other. Many of the participants who have turned up at the training have a different perception of what each word means. It should be described in a way that shows what makes them unique and posted on the online employee community platform of your company. 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. When looking to hire new staff, you should advertise in at least 2 different places to reach a wide range of people from different backgrounds. Article written by Dean Bruce, Lincoln University student, studying for his Level 5 Intermediate Diploma in Human Resource Management. This includes: Training should show why it's important to value everyone’s differences and how to do this. 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.”. For example, staff training. Individual wellness should be considered as part of the employee experience and as such should be regularly measured. Employees should feel they can apply for more senior roles, regardless of a protected characteristic. Nisha’s organisation is progressive and innovative, as it is recruiting and promoting more and more women every year. Consider promoting equality and diversity in the workplace by launching a passive education campaign. 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.
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