Three words that should be on the top of every HR professional’s mind today are equality, diversity and inclusion.
We all want our workplace to be a positive, friendly and safe place for everyone. And as an employer, you have an important role in ensuring that no one experiences discrimination. In fact, it was made a legal requirement with the Equality Act 2010, which legally protects people from discrimination in the workplace and wider society.
The effects of discrimination can be devastating for the individual victims and wider morale within a workplace. Tackling it is an ongoing task − something to work towards rather than something that is ever ‘done’.
And it’s the right thing to do – not just because it’s a legal duty; it benefits your business’s reputation too. Companies with a diverse workforce are more innovative, dynamic and attract more job candidates.
Educate yourself and your employees
Discrimination can show itself in many different ways, so make sure that everyone in your business is aware of all the different forms it can take and how they might be perpetuating it – even if it’s unintentional.
The Equality Act 2010 makes it unlawful to discriminate on the following grounds: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion/belief, sex (gender) and sexual orientation. These are known as ‘protected characteristics’.
But what does discrimination look like? It can be more subtle than you think.
Find resources and educational material that include examples of different types of discrimination – whether this is indirect discrimination, unconscious biases or offensive language. This helps to make all employees aware of issues they may not have recognised before.
Feed into all of your policies and plans
Promoting equality and diversity isn’t a tick-box exercise; it’s an ongoing process and needs to be kept at the forefront of your employees’ minds.
Giving it a regular spot on the agenda of your board meetings raises awareness and strengthens its importance – a set of actions should come out of every discussion to keep progress moving forward. Depending on the structure of your business, the actions and outcomes should be shared with every employee, to empower them with understanding and practical knowledge.
One area that can make a big difference, but that’s easy to get wrong, is your policymaking. This is an area where indirect discrimination can be an issue. Indiscreet discrimination is when there’s a practice, policy or rule which applies to everyone in the same way, but it has a worse effect on some people more than others. For example, does your dress code allow for the wearing of religious garments like headscarves, caps or turbans?
Be conscious of language
Most people aren’t aware of the power of our words, but the language we use can have a profound impact. That’s why it’s essential that everything you communicate day to day is carefully considered and why it’s important to educate your employees about what is and isn’t appropriate.
One topical example is the use of gender pronouns. Many companies today give their employees the option of using he/him, she/her or they/them on their email signatures. Doing this supports transgender and non-binary people and encourages conversation around the issue throughout the workplace, helping to normalise the subject.
Offer Diversity and Inclusion training
Diversity and Inclusion (D&I) training involves helping people with differing abilities, backgrounds, nationalities, genders, etc. to work together, with the goal being to have a happier and more inclusive workforce.
It’s one of the best ways to build a company culture that is aware of discrimination in all its forms. It can be implemented in house or you can hire experts to deliver it for you. D&I training covers everything from LGBTQ+ awareness, mental health, cultural diversity, understanding disabilities and much, much more.
It also helps employees and managers know what to do if they witness or experience unfair treatment.
Measure the impact of your efforts
Strengthen the impact of your D&I training with monthly initiatives to take actions that will continue to promote equality and diversity within your workplace. Setting up a group within your company to lead on this will make sure it is an ongoing part of your business. Each month the group could take a closer look at specific areas of equality to raise awareness and improve understanding, such as ageism or LGBTQ+ rights.
Part of this involves creating a diversity impact assessment.
In order to know how well you are promoting diversity in the workplace, it’s important to have baseline data. Start with getting an objective overview of the issues present in your company. Then measure how you’re doing at regular intervals.
Celebrate diversity
Having a diverse workforce is one thing, but everyone needs to feel included.
True equality isn’t simply accepting people from different backgrounds – it’s about celebrating them too.
One way to do this is to encourage the celebration of different religious holidays, rather than just focusing on Christmas. For example, Hindus might want to celebrate Diwali. During Ramadan, when Muslims may be fasting, show support and solidarity by creating break areas and allowing them to change their working routine.
This can result in a stronger, more unified team.
Lead by example
As a business owner you need to be proactive in leading the way to a more equitable work culture – you set the standard that your employees will follow.
You can do this in many ways. Communicate the company’s position in your regular emails or staff meetings. Make sure managers display the values of the company too, and they will soon become embedded within your business.
