When it comes to diversity, inclusion and creating equality, it can help to take a close look at different elements of your workplace, rather than looking at it as a whole. The benefits of this are endless. When you focus more on the output rather than a fixed style of working, it offers room for your diverse workforce to thrive and excel. In order to promote equality and diversity in your health or social care setting, everyone on your team needs to be fully understanding of the relevant legislation, principles and practices. Sex. Form a diversity and equality committee. This act brings together and replaces numerous anti-discrimination laws passed since 1970, covering equal pay, gender, sexual orientation, race, and much more. The committee should meet regularly to discuss ideas to increase diversity and promote equitable hiring in your organization. Read your job descriptions with fresh eyes and check that you aren’t using any stereotypes or biased language. 8. That means you’ll succeed in boosting your talent pool and beating competitors to the top hires. Encourage equality and diversity in the workplace Monitor all policies and procedures for their equality impact Create a working environment free from bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued Any actions taken by leaders should uphold and display these cultures and values too. Join our latest webinar to hear experts discuss what the pivotal HR movements will be in 2021 and how people leaders can make this year a success. Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings. Set definite goals, and develop strategies to meet the goals. Support members facing unfair treatment at work, in education or other aspects of their lives Seek equal access, treatment and outcomes for all patients Ensure strategic decisions are informed by the full diversity of our members Set an example of good practice in equality, diversity … It's very important to remember that, as a business owner or manager, you may be held responsible for any discriminatory action by your employees if you cannot show that you took such stepsas are reasonably practicable to try and prevent such action occurring. HR has an important role within this. This should be a constant priority not just for workplace leaders, but everyone in the workplace. An inclusive and diverse workforce equality and diversity . 7. Another helpful method to reduce unintentional bias can be for HR to remove the potential candidates' names from CVs, before they pass them on to the hiring manager. Acknowledge Differences. It is also important to look at how employers can promote further equality and diversity in the workplace. 6. UK legislation sets minimum standards for equality within the workplace, but an effective equality and diversity strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee wellbeing and boosting staff morale. Take the time to closely look at your job descriptions. In fact, it’s almost impossible to say it’s ever ‘done’. If you disable this cookie, we will not be able to save your preferences. It’s Not Just ‘HR Processes’ That Can Exclude. You must not treat people unfairly because of reasons protected by discrimination law (‘protected characteristics’). To progress diversity, organisations should take a systemic approach, including developing an inclusive culture, inclusive approaches to employment policies and practices, to personal behaviours, and by managing equality and diversity issues in ways that also support business contexts. See our customers' comments after attending our training courses. Your policies should se… A workplace where senior management are committed to ensuring that every single employee is valued for who they are and what they do and ensuring that everyone has the same development opportunities regardless of, for instance, their age, disability, ethnicity, gender, geographic location, political persuasion, sexual orientation, socioeconomic background, race or religion. 4. Potential candidates now have access to a wealth of information about your company before they even consider applying to a role, the same goes for customers before they make a purchase. 1. Some of the advantages of creating a diverse workplace include: There are many approaches an organisation can take including: Training in Equality and Diversity needs to engage those attending, research has shown that it is most effective when it is based on real life scenarios. Managing diversity and equality in the workplace is an important managerial competency. This allows you to more easily serve and appeal to customers across the globe and potentially give you an upper hand against competitors. The diversity and inclusion strategy sets out our ambitions for equality and diversity between 2018 and 2025, both in relation to staff and in providing services to the public. Case 1 Eileen Jolly, an 89-year-old woman working as a medical secretary in the Royal Berkshire NHS Foundation Trust, was the oldest person to win a case on age discrimination. We provide in company training courses to private and public sector organisations throughout the UK. Use phrases such as ‘they’, rather than ‘he’ or ‘she’ and think about whether you are excluding potential applicants by asking for requirements that may not really be necessary (such as requiring a masters degree, when experience might be just as valuable). This means that every time you visit this website you will need to enable or disable cookies again. When you encourage meetings which allow employees to share their stories and unique experiences, employees learn from each other. It’s OK -- and necessary -- to admit that people are different from one … Employees drive a company’s culture. Disability. By letting your employees know that you are working to boost equality – including initiatives such as releasing gender pay gap reports or female leadership training schemes – it helps to keep employees engaged and shows them that the company is fighting for equality. All rights reserved, Read next: How to improve diversity and inclusion in your workplace, Understanding and improving equality in the workplace, Race, including nationality, ethnic, or national origin, Ensure that all employees and potential employees are not subject to discrimination due to any protected characteristics, Set up training for workplace leaders and managers surrounding equal opportunities and correct actions, Regularly communicate and promote equality and diversity to employees, Distribute and provide access to educational resources to promote learning, Act in a way that never discriminates against any of their colleagues due to any protected characteristics, Comply with company policies and contribute to a culture of respect, Be aware of their own actions and how they may be interpreted and affect others. © Copyright Perkbox 2021. The Terms What is equality? Marriage and Civil Partnership 5. All employees within the company should know that if they have an issue, they are able to go to a HR team member and air any concerns, discuss any problems or ask any questions that they might have, without judgement. A brand reputation precedes your company. With the number of working women rising steadily for decades and the average age of the workforce increasing (BBC News 2008), it is more diverse than ever. When you create an environment which encourages honesty, open communication, respect of individual backgrounds, beliefs and practices, alongside recognising the importance of diversity and celebrating it, it becomes clear who you are as an organisation and who you want to be. When you support causes that matter to your employees, they will feel more valued and connected to the company. Holding sessions and meetings which display the company’s stance on equality helps to make this a core element of your company culture. Strategies to promote a good night’s sleep, Mindfulness Training for Performance and Wellbeing, Mental Health Awareness Training for Managers, Mental Health Awareness Training for all Employees, Managing our Mental Health while Working from Home, Training to protect psychological wellbeing and safety of remote workers, MHFA Workplace Mental Health First Aid 2-day course, Online MHFA Workplace Mental Health First Aid Course, Become Mental Health Aware Half-Day MHFA Online Training, Workplace Mental Health First Aid Refresher Training, Online Workplace Mental Health First Aid Refresher Training, SMHFA (Scotland’s Mental Health First Aid), Suicide First Aid through Understanding Suicide Intervention, ASIST Applied Suicide Intervention Skills Training, First Responders in the Workplace: First Aid Response for Psychological Health, A Manager’s Guide to Suicide Postvention Planning in the Workplace, Customised training in Mental Health Awareness, Tackling Bullying at Work Training Courses, Bullying in the Workplace: Training for Managers, How to conduct professional investigations in the workplace, Customised training in Tackling Bullying & Harassment, Exploring the Impact of Micro-aggressions, Equality, Diversity and Inclusion Consultancy, Tackling Sexual Harassment at Work Resources, View our full in-house training courses list here, Equality and Diversity Issues – An Example, Deconstructing Stereotypes and Gaining Competitive Advantage through Inclusion, Training in equality and diversity may be essential but doesn’t have to be boring, a wider range of ideas, energies, skills and resources, becoming an employer of choice with a higher profile both within your community and your industry, a more representative and impartial workforce, a raised morale amongst the workforce leading to increased motivation and productivity, a feeling of empowerment amongst employees due to promotion opportunities being based on ability with no discrimination, producing and circulating an Equality and Diversity policy to everyone, creating an Equal Opportunity policy, setting targets and devising an action plan, running training courses for employees and managers in equality and diversity, ensuring all the workforce understand the possible consequences of discrimination and that any complaints or grievances concerning equality or diversity matters are handled correctly, offering flexible working, time off for religious holidays, career breaks, considering childcare facilities and reasonable adjustments for those with disabilities, treating everyone as an individual and always with dignity and respect. Offer diversity and inclusion training. Diversity training helps employees understand how cultural … One of the main ways of doing this is to have equality and diversity policies of the kinds noted above, backed up by an action plan to promote the policies and ensure that they are understood and followed across the business. “Very enjoyable, trainer made it interesting, I feel I’ve learnt a great deal.”, “I have a fuller understanding of how it plays out in society and its impact in the workplace.”, Ask for further details about our Equality & Diversity Training & Consultancy here. Acknowledge and honor multiple religious and cultural practices. Home > Blog > Promoting Equality and Diversity at Work. Gender reassignment. 9. It outlaws sexism, racism, ageism and other forms of discrimination in the workplace and promotes equality and diversity.It sets out a number of so-called “protected characteristics”. Under the Equality Act 2010, this allows employers to favour an individual with an under-represented protected characteristic among candidates who are equally capable of taking a particular vacancy. Employers must not discriminate against workers on the basis of: 1. This website uses cookies to provide you with the best browsing experience. At the end of the day, the candidate’s name is not important for evaluating the CV, so taking this away ensures that managers are simply looking at credentials rather than taking anything else into account. Pregnancy and maternity. The workplace is forever changing. This means that people from all over the world can be your audience. More specifically, equality is about ensuring individuals are treated fairly and equally, no matter their race, gender, age, disability, religion or sexual orientation. Equality and diversity can be defined as “promoting equality of opportunity for all, through diversity, giving each individual the chance to achieve their potential, free from prejudice and discrimination.”. We have a wide range of handy hints and tips for managing stress, developing resilience. Not only will this inclusive culture create loyal employees with lower turnover rates, by creating this kind of culture, you become an attractive employer to a wider range of employees too. Age. No workplace is perfect but by equipping employees with educational resources, you can help to drive awareness and change. This helps to make employees aware of issues they may not have recognised as discrimination before. We specialise in practical training aimed at developing resilience, minimising the risk of stress and enhancing well-being within your organisation. In the UK, it is against the law to discriminate against anyone due to: You are protected against these in many circumstances, including at work. 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 way you can see if any adjustments could be made to your operation to meet the needs of different people and create a plan of action. As a diverse workforce, you can better understand a wider audience. Disability 3. If an employee should feel discriminated against in any way, they should know they have a safe place to go and talk about the issues they’re facing. Monitor is committed to promoting equality and diversity and promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. Employee surveys should be used to assess and understand the blockers to progression. Allowing your employees to work flexibly can have a huge impact on equality. Not only should HR provide a space for any employees to feel impacted or concerned, HR teams also need to be there to provide guidance for those who feel that they need help to examine any biases they may hold. Equality isn’t simply accepting people from different backgrounds – it’s about celebrating them. It can also help to know where your employer stands in regards to external issues or if they are taking any action in response, so be sure to speak out. Please enable Strictly Necessary Cookies first so that we can save your preferences! Promoting inclusiveness and diversity within your workplace is one of the best ways to foster an open-minded, global company culture. Equality, diversity and inclusion need to be measured and analysed in all aspects of the organisation such as performance and processes. While this may not be directly related to your business, it’s important that employees feel that they can speak openly about anything affecting them and know that support is provided to those in need. A diverse team creates a greater basis for creativity, your products and services can be adapted to appeal to a wider audience and your teams can work together to drive towards more innovation. Your language and wording is important – your company may be unintentionally wording descriptions in a way that positions certain roles towards a certain demographic, making others feel excluded. Religion and belief. Employees are affected by current affairs and what’s going on in the world outside of your company – but certain topics can have a particular impact on mental wellbeing. There are many approaches an organisation can take including: 1. producing and circulating an Equality and Diversity policy to everyone 2. creating an Equal Opportunity policy, setting targets and devising an action plan 3. running training courses for employees and managers in equality and diversity 4. ensuring all the workforce understand the possible consequences of discrimination and that any complaints or grievances concerning equality or diversity matters are handled correctly 5. offering flexible working, ti… You want your company to be perceived in a positive way. Our approach is to offer courses which are highly interactive, supportive and participative, focusing on practical issues encountered in the workplace. In October 2010, the Equality Act 2010 replaced and simplified over 100 pieces of anti-discrimination legislation and also enhanced workers’ rights. According to the UK government, discrimination can be displayed in four ways: These are all forms of discrimination to be aware of in your workforce. This also helps to bring people together. Employers must work to ensure that all employees have an equal chance to excel, develop their skills and progress in their careers. What is classed as Discrimination? Introduce a policy for honoring a … Our training courses create an environment where personal resilience is enhanced and well-being is protected, enabling people to respond effectively to challenges and perform at their best. When it’s clear that those higher up demand equality and justice, it spreads throughout the company. 3. This website uses the following additional cookies: Facebook Pixel - for helping to understand the traffic from facebook users. Put equality policies in place. This policy sets out Monitor’s approach to equality and diversity. Everyone should be treated fairly in all day-to-day activities and work … Our specialist trainers bring the subject alive and we can offer both training courses and consultancy to those promoting equality and diversity at work including an underlying understanding of the impact unconscious bias can have. They should feel like their voices are heard and respected. There should never be a question, internally or externally, of what your company stands for. A culture which treats its people like equals is one that warnants loyalty. Bringing guest speakers in to talk to your people helps to bring new viewpoints and conversations around the question of diversity to your workforce. Recognise, support and reward the actions of staff members promoting ethnic diversity both in and outside the workplace (for example, sponsoring employees taking part in fundraising activities). This means that a strong brand reputation of equality and fairness is vital to long lasting success. The Equality Act 2010 protects people from discrimination related to any protected characteristics—of which there are nine. Employees should also feel safe in the knowledge that they will never face retaliation for a complaint or raising a concern. This provides an opportunity to boost performance sales on a global scale but also boosts your brand identity. A selection of resources designed with the role of the manager in mind. Overall, this will make stronger, more unified teams. Inequality, unfortunately, is still prevalent in the workplace, despite equality legislation and recognition by many organisations of the importance of diversity and inclusion in the workforce. Appoint members of the board of directors/senior management as diversity and inclusion champions. Working towards equality means making sure you have an inclusive and safe work environment, provide equal opportunities, equal pay and above all – accept and celebrate everyone for their differences. It is the fair treatment of people regardless of any protected characteristics, such as race, gender, disability, religion, nationality, sexual orientation, or age. Empower Your Existing Employees. 3. In order to deliver our Equality, Diversity and Inclusion Strategy 2020 to 2024, we have developed an initial 2-year Equality, Diversity and Inclusion Action Plan 2020 to 2022. 5. Today, the market is global. There are two major arguments in support of employers having a … The group should be diverse in nature and be made up of volunteers. By being more educated, employees will be more able to find ways they could work to improve their language or actions. Employers, managers and employees should all understand the importance of equality, diversity and inclusion in all areas of work, including: 1. recruiting new staff 2. training and promoting existing staff 3. equal pay 4. religious beliefs and practice 5. dress code 6. unacceptable behaviour 7. the dismissal of staff 8. redundancy 9. different types of leave for parents 10. flexible working A strong brand helps you to attract staff, sell your products/services and build customer loyalty. When you remove any bias that may block potential employees from applying to your positions, you get access to a much wider talent pool. Register now. Thus, to create a culture … No one wants to feel that they are putting in the same amount of work for less reward than those around them. Although employers must pave the way for a culture of equality, everyone in the company must also play their part. In a workplace which focuses on equality, people feel valued and appreciated for their contributions and also feel that they will be listened to if they ever have an issue or idea to raise. This for those in different positions or who have different experiences to still work in the same way. Sexual orientation.Hiring people from all kinds of backgrounds widens the range of thinking that takes place in your office. With employees from different backgrounds, nationalities and who speak different languages, you can take your business to new places and competently serve different customers. 2. For example, because of a person’s sex, age or race. Everyone in the company should feel that they are in a safe place. Another positive is that diverse workforces are perceived … It’s important to note that an equal workplace isn’t just one without discrimination – true workplace equality means that all employees have access to equal opportunities. Regularly communicate and promote equality and diversity to employees Distribute and provide access to educational resources to promote learning The role of employees: Act in a way that never discriminates against any of their colleagues due to any protected characteristics Are you potentially discouraging people from applying to your roles with the language used in your descriptions? The Equality Act 2010 is a set of laws implemented by the UK government to protect the rights of individuals in society, and advance equal opportunities for everyone. Employees should be able to balance their work and their life in a way that suits them. Age 2. It’s important that employees feel able to uncover any biases in a safe environment, without harming others, and get the guidance and resources to tackle these. Stereotypes or biased language overall, this will make stronger, more unified teams also! 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Uphold and display these cultures and values too their life in a positive way Offer diversity inclusion. Justice, it can be difficult to get people to promote good equality and diversity within your is!