How to make your workplace inclusive
Inclusivity goes far beyond awareness initiatives such as International Women’s Day and Pride. To build an inclusive workplace, all employees should be valued, treated fairly and given equal opportunities throughout their employment.
What is inclusivity?
Inclusion is embracing all people, irrespective of race, gender, disability, medical or other need. It is having equal access to opportunities and being respected, without any of these factors having an influence or hindrance.
Inclusion is often used with the terms ‘equality’, meaning fair treatment of everyone, and ‘diversity’, referring to the ‘mix’ of people.
What is inclusion in the workplace?
Everyone has a right to be included in every area of life, but a focus area for inclusion is often the workplace. Despite increased awareness of the concept of inclusivity in the media, education and society, and employment law legislation to protect that right, some inequalities still exist in the workplace.
A lack of inclusivity at work can lead to workplace discrimination claims, unfair dismissal claims, wrongful dismissal claims, whistleblowing, and harassment claims.
The benefits of workplace inclusion
Organisations that focus on having an inclusive culture attract and retain a wider diversity of workers.
Often, employers don’t realise what contributes towards an inclusive workplace. For example, flexible working patterns aren’t only beneficial for working parents or carers from a logistical point of view; they can help their entire workforce to have a better work-life balance and boost morale, enabling them to perform better.
A working environment where people feel respected, listened to and ‘seen’ is a happier one, and happy employees tend to work hard and positively contribute towards the organisation’s success.
How to make your workplace inclusive
People are more comfortable with expressing what they want in the workplace, but employers shouldn’t rely on their workforce to tell them what they need.
Here’s what employers should consider when building or retaining an inclusive workplace:
- Build a culture of trust; this is important for employees approaching their employer about their needs, but also for everyone else in understanding an employer’s approach.
- Provide training to senior staff to promote understanding, open communication and collaboration.
- Have the relevant policies and procedures to support your approach. Some of these policies include a neurodiversity policy, a reasonable adjustment policy, and a hybrid working policy.
- Ensure your employment contracts are updated with changes to working patterns.
- Look at your recruitment process and consider unbiased hiring processes.
- Follow procedures if you have to make redundancies or dismiss someone to ensure this is done fairly and in accordance with the law. If you are in doubt, seek legal advice before taking any action.
Workplace inclusion doesn’t happen overnight, but if you have considered the above tips, you are already in a good place.
The legal requirements for inclusivity at work
There is no legal obligation to create an inclusive environment, however, employers are required to meet specific standards under the Equality Act 2010. This Act protects individuals from discrimination based on protected characteristics such as race, religion, gender, disability and sexual orientation.
If you fail to comply with the standards set under the Equality Act 2010, you will not only face a workforce that is unhappy and lacking in trust and respect, but you could potentially face legal action, too.
Contact our employment law solicitors
To speak to an employment lawyer about how you can ensure your workplace is inclusive, including updating policies and getting advice about procedures, get in touch.
Call us on 0117 325 2929 or fill out our online enquiry form.