There are many ways in which an organisation can increase equality, diversity and inclusion. Understanding the fine nuances of inclusion, equality and diversity in the modern workplace is challenging. Pregnancy and maternity. 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. You should also try to agree to employees’ requests, where reasonable, for time off for religious festivals and to pray at work. As such, all team leaders should be measured and performance in this category held as a KPI. Referring to a person as “diverse” would only make sense if we were all the same, but we’re not. 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. 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. 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. This idea of fairness and justness underpins equality, diversity and inclusion in the workplace and its importance cannot be understated. This is the reason for clearly outlined codes of conduct and ethics in the workplace to provide a structure which all individuals work within. For more information; see Mary Jones’ article on Developing an Integrated HR Strategy. The HR manager says this would be acceptable, understanding Ayesha’s request is reasonable because of her religious beliefs. 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. For example, you find out there’s religiously offensive graffiti in the staff toilet. 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. Workplace diversity boosts the … Hays UK Equality, Diversity & Inclusion Report 2020 . Diversity in the workplace describes the variation in personal, physical, and social characteristics, such as gender, ethnicity, age, and education. What can businesses do to ensure equality, diversity and inclusion of its individuals? 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. 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. If you refuse her request but do not have a valid business reason, this could be discrimination because of sex. As a result, companies with greater diversity in the workplace have lower turnover rates. 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. Company Offer If you are a company looking to train multiple employees at a time, please contact the Academy to explore the best offers. 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. 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. The difference between diversity, inclusion and equality. “The Big Five” is an accurate personality model and many businesses around the world use it. Benefits of Workplace Diversity - A Complete Equality, Diversity, Inclusion in the Workplace Business Case in 2020. Benefits of diversity and inclusion at work. Diversity should be recognised in the workplace and there should be an appreciation of how this can benefit any organisation. Please do not include any personal details, for example email address or phone number. The EqA makes it unlawful to discriminate on the grounds of nine protected characteristics. Having a diverse workforce is only achievable long-term by having an inclusive environment. When employees accept the differences between each other, it results in a sharing of ideas and effective collaboration. If you have a question about your individual circumstances, call our helpline on 0300 123 1100. Hays UK Equality, Diversity & Inclusion Report 2020 . Again, the point would be the vast number of combinations available in the UK. 3. 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. Companies with a diverse workforce are generally more inclusive of different individual characteristics and perspectives. Nisha believed there were far better people for the job than her, all of whom were men. Being politically aware and empathetic can do a lot to boost your company’s reputation. You can get Acas training in equality, diversity and inclusion. The cognitive scientist Lera Boroditsky found that different languages shape the way we think. Find out more about positive action. What is diversity and inclusion? 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. They raised her to speak fluent Hindustani, alongside her native English. When selecting staff for redundancy, you should be careful to not make decisions affected by unconscious bias and protected characteristics. By: Mary Jones|Published on: Oct 16, 2019|Categories: Featured, HR Consultancy and Projects, HR Strategy| 0 comments. But then this was written by one individual and their perception of the subject matter, does that make it valuable? 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. 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. As mentioned earlier, seeking commonality is natural, it would therefore make perfect sense for the workforce to mirror its customers. Diversity, inclusion and respect sit at the heart of the Army's values and ethos, and rightly so. Workplace diversity is beneficial for employee retention. This definition leaves room for ambiguity. 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. They are age, disability, marital status/civil partnership, maternity/pregnancy, race, religion/belief, sex, sexual orientation and transgender status. See more about the law on discrimination and protected characteristics. Employee surveys should be used to assess and understand the blockers to progression. At Ceridian, we define diversity as a measure of difference in identity; things like gender, ethnicity, age, sexual orientation, ability, or religion. Earlier, I talked briefly about some of the ways in which we are all individuals and differ from each other. 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. 8. This includes: Training should show why it's important to value everyone’s differences and how to do this. 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. When succession planning there should be an objective and transparent plan where performance is the determining factor. 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. 5. Facebook Twitter Reddit Pinterest Email LinkedIn WhatsApp. Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs ,culture and sexual orientation. Equality is about equal opportunities and protecting people from being discriminated against while diversity is about recognizing respecting and valuing differences in people. Diversity refers to political beliefs, race, culture, sexual orientation, religion, class, and/or gender identity differences. 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. 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. Without accountability the whole circle collapses. 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. Essentially it comes in two forms, either direct or indirect, and can be either conscious discrimination or unconscious discrimination. This could also apply to other things such as dietary requirements. 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 .”. When there is a lack of acceptance of the diverse culture and beliefs among employees, conflicts may arise. Diversity, inclusion and equality are all very different components of having a strong workforce. Inclusion and diversity (I&D) in the workplace have rapidly become a higher priority for organizations in recent years. During my time in management, I would regularly hear statements such as, “she only got that position because she’s a woman.” This is sadly true in some cases. They’re central to business success. In the UK, discrimination legislation is covered by the Equality Act 2010 (EqA). In accompaniment to the Equality Act there is other legislation around pay, flexible working, maternity / paternity and more. Diversity and Inclusion should be deemed important by all levels of management from the top down. Workplace Diversity enhances Reputations Another business benefit of Diversity and Inclusion is about Brand and Reputation enhancement. 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 is about equal opportunities and protecting people from being discriminated against while diversity is about recognizing respecting and valuing differences in people. It could be that some individuals don’t have social media and they could be the perfect fit for the job. In an era where social justice and political divisiveness is highly publicised, the question is this. 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). Sometimes it’s also called ‘stereotyping’. So if you need some inspiration and motivation, here are 15 great diversity and inclusion quotes. Equality and diversity are the terms used to both define and champion the values of human rights in society, and that includes the workplace. “the ideal man for the job” or by only having stairs to access a building. Workplace diversity benefit #9: Better company reputation . They are naturally better at orientating themselves because it is ingrained in their culture through language. 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. Equity And Equality’s Relationship To Diversity And Inclusion. There is also the argument that the workforce should at least be as diverse as the target market for businesses. Equality is about the fair treatment of everyone and often linked to the legislative framework in the UK, The Equality Act 2010. In fact, it has been reported that companies that practice diversity and inclusion in the workplace outperform other non-diverse companies by 15 percent. 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. Diversityand inclusion has become a CEO-level issue around the world. Did you get the information you need from this page? Get the 2019 Workplace Diversity, Inclusion, and Intersectionality Report. London is the most diverse region with 44.9% of people recognised as White British and some 40.2% as Ethnic minorities (source). With recruitment, language should be carefully considered and location of adverts whether that is on job sites, social media etc. For example, because of a person’s sex, age or race. – The business case – This comprises the specific commercial benefits to your business that greater diversity will afford. 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 the key aspects of achieving any goal is measuring it. 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. I have had an interesting few months delivering equality, diversity and inclusion training to a variety of people in organisations. In light of the current global political scenario, where representation is at the core of most discourses and narratives, it is imperative to be inclusive. But diversity and inclusion doesn’t just involve how we think about ourselves, it includes our interactions with others. Companies that strive for workplace equality (treating everyone the same, without discrimination) may not factor in the need for equity. You and any senior managers should be role models for inclusive behaviour. 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. If you liked this article you might want to look at some of these related articles and resources. Nisha’s organisation is progressive and innovative, as it is recruiting and promoting more and more women every year. Sometimes, this conflict turns to animosity and may even effectuate situations of violence. Be sure that the mission of the organization … Sexual orientation.Hiring people from all kinds of backgrounds widens the range of thinking that takes place in your office. You should make sure it’s removed as soon as possible and that the incident is thoroughly investigated and fairly handled. Employees should feel they can apply for more senior roles, regardless of a protected characteristic. After just less than a year of starting her dream career, Nisha is given supervisory responsibility of a project. Gender reassignment. This article is the second in a series focused on Diversity and Inclusion (D&I) in the workplace. She’s told that the preferred staff uniform for women is a skirt, matching jacket and blouse. 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. Individual wellness should be considered as part of the employee experience and as such should be regularly measured. Let’s clear something up: A person is not “diverse,” and there’s no such thing as a “diverse” candidate. 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. The digital organization of today, which operates as a network of teams, thrives on empowerment, open dialogue, and inclusive working styles. The importance of diversity and inclusion, popularly known as D&I, is gaining momentum in the professional scene. Furthermore, when selecting an individual for employment, interviewers should be aware of what adaptations can be made to cater for specific needs. 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. All levels of management should deem diversity and inclusion important; leaders and HR professionals can promote diversity and inclusion and remove the barriers. The name is a key indicator as to how many different personality scales make up the model (Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism). When employees feel more connected at work, they tend to work harder and smarter, producing higher quality work. Be aware of unconscious bias. But what do they mean? In this section key research articles on topics related to Equality, diversity and inclusion (EDI) in the workplace are summarised. Building awareness is a first step towards real change. Leadership positions should model inclusive behaviours and promote inclusive communication. Equality, diversity and inclusion are personal to each individual. Use posters, table tents and electronic messaging to teach employees about inclusion and cultural competency. 4. Employees are more likely to get onboard with your organisation’s purpose and values if they: You could help employees feel included in your organisation by: You could also hold open (or ‘town hall’) meetings, where employees can meet and ask senior managers questions. To have a diverse workplace, there would have to be a wide variety of individuals. This might also be called an ‘equal opportunities policy’. 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. 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. The Equality Act 2010 protects people from discrimination related to any protected characteristics—of which there are nine. Conflict Reduction … 08079274, Kemp House, 152 – 160 City Road, London EC1V 2NX, Population of UK: 63.2 million individuals, 51% female individuals; 49% male individuals, 66% individuals aged 15-64; 18% aged 0-14 and 16% aged 65 plus, 12.9% individuals are regarded as ethnic minorities. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. Diversity should be defined to include neurodiversity; far too often is diversity just based on physical appearance. The first step however is to develop a strategy, a plan from which to go forward. 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. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers. From an early age she enjoyed taking things apart to see how they went back together again. Internal communication tools can be of great help to promote diversity and inclusion in the workplace. This might also be called an ‘equal opportunities policy’. 5.1 – Be able to promote equality and diversity in work with children and young people. Marriage and civil partnership. They should also be trained at spotting the candidates most and least likely to feel included. 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. 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. The era of diver… Employee diversity and inclusion branding has become ‘mainstream’, and a focus on diversity and inclusion in the workplace is particularly useful in attracting talent. Equality, diversity and inclusion Inclusion is where those differences are seen as a benefit, and where perspectives and differences are shared, leading to better decisions. I have spoken to females who have doubted the legitimacy of rewards they’ve received even when completely deserving. More spe… This results in the UK having 316 million different senses perceiving the world in different ways. Consider promoting equality and diversity in the workplace by launching a passive education campaign. equality and diversity agenda has picked up significant momentum. Equality, diversity and inclusion is making sure no one feels left out at work. They are taught about the major religions of the world, cultural differences and working within codes of conduct. 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. A diverse and inclusive environment establishes a sense of belonging among employees. The basic idea is to have specific and achievable planned goals anywhere from 1 week to 5 years and pivotally how to get there. Underscore the importance of valuing what different people offer and performance reviews 2020 taught... 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