To mark the Stonewall riots in the US in 1969, June is pride month around the world. It is a time when the LGBTQ+ is celebrated, and a spotlight is shone where further work on inclusion may need to be done.
But sexuality is just one of nine protected characteristics covered by the Equality Act in the UK, with age, religious and philosophical belief, sex, and disability some of the others enshrined in law.
Promoting an inclusive workplace is not only a matter of complying with employment law; discrimination cases at tribunal can automatically have a 25% uplift applied to any award. Inclusive workplaces also ultimately reduce conflict, leading to a more open, friendly and productive business.
Approximately: 20% of the population is non-white, 50% female, 17% disabled. If your workplace is not inclusive you may be missing out on swathes of brilliant people who could contribute to your success, or have them on your books but not see their full potential. So what are the building blocks to an inclusive workplace? Here are five of the most important.
1. Write an equality, diversity and inclusion policy
An equality, diversity and inclusion policy is the lynchpin of an inclusive workplace. As well as sending out a message that inclusivity is a priority, it sets out behavioural expectation, aligns your business with the law, and outlines how you will resolve any problems via your disciplinary and grievance policy.
2. Review your recruitment process
Sometimes employers may consciously or unconsciously restrict their recruiting pool by following hiring practices they take for granted.
This could include where jobs are advertised (Acas advises choosing at least two different places – to widen the net), maintaining an inclusive attitude (say not making snap judgements based on a name or sex) and inviting people who believe they are qualified for a role, rather than setting arbitrary achievements.
3. A focus on training and development
Training and development is important in any business to a degree, and some businesses will embrace it more than others. Training on equality, inclusion and diversity at key times will make a real difference to your company culture: during induction and when people become managers, for example.
At the same time, it’s useful to check that everyone has the same access to training and development, that a protected characteristic is not preventing someone from attending a useful session or course.
4. Other company policies
The gender pay gap is well known, and larger companies are required to report on it annually. It is not the only pay gap that exists though, with skin tone and disability two further examples. As an SME, take time to understand this in your own business, and look at ways to resolve pay gaps if they are an issue.
Other matters which could indirectly or directly adversely affect inclusivity include dress codes and leave policies. Think, for instance, about non-Christian religious festivals and the time which might be needed to observe these.
5. Lead from the front
You don’t need us to tell you that strong leadership has the biggest effect on the fortunes, direction and culture of your business. So if you strive to preside over a more inclusive workplace, make sure you lead from the front: Use the right language, resolve issues fairly when they arise and remember that actions speak louder than words.
A balanced approach with The HR Dept
At The HR Dept, we recognise the balance that SMEs always need to strike between things like fostering inclusivity and running a profitable operation.
When you get inclusivity right you will improve your workplace culture and productivity and be rewarded with harder working, more loyal staff. But it can be a challenge to understand boundaries and keep everyone happy. For pragmatic advice, talk to us today.
