Promoting Diversity, Equality and Inclusion in the Workplace

Promoting diversity, equality and inclusion (DEI) in the workplace is a hot topic for many businesses. An inclusive organisational culture has been linked to better employee performance and productivity levels. So, how can you promote DEI in your workplace?

Approach DEI in an authentic way

Simply replacing old policies with new policies that promote DEI is not going to be enough. To really grasp DEI principles, you need to understand what diversity, inclusion and equality looks like for your business and your employees. So, where do you start?

Firstly, make sure this is not another box-ticking exercise. Aim for an authentic approach to inclusivity. Does your company have a genuine desire to build a DEI culture in your workplace? Your leadership team needs to set the tone, so the rest of your company can follow suit. One way to answer this question would be to ask for anonymous feedback from your employees. You need to gain an understanding of how your people are really feeling.

And what better way to promote inclusion, than by connecting with your employees? Once you have a clearer view of your business culture, you can start focusing on any areas that need to improve. Encourage employee networks to give people the opportunity to engage with each other, raise issues, and then find ways to tackle these issues in the workplace.

Create a community for your employees

People need a space where they can feel safe, free to be themselves and welcomed. It’s important for employers to offer a safe place for employees from marginalised backgrounds. You can start to create an inclusive community atmosphere in many ways. Wherever possible, encourage flexible working within your workplace to support all your employees, especially those with mental health issues or disabilities.

One practical example from Eloise Bune D’Agostino, the founder of Tentrr, a glamping and camping marketplace, suggests having unisex toilet facilities in the workplace. This will ensure the needs of your gender  neutral and transgender employees are met.

Engage with your employees

Understanding your employees and being aware of their differing needs is fundamental to promoting DEI in your workplace. There are several ways you can get to know your employees, but here are two positive approaches:

• Connecting on a personal level. Avoid using gendered terminology with your employees. For example, when asking your employees about their family, do not assume their sexual orientation and instead ask them about their partners.

• Consider organising team-building exercises and team lunches, ensuring these events are open to all employees. Not only will these events create a safe space for your teams, but they will promote inclusion and productivity.

Equity is the gateway to Equality

Equity is another buzzword associated with DEI (diversity, equality, and inclusion). An important distinction needs to be made between ‘equity’ and ‘equality’. Equity relates to the individual needs of your employees, ensuring your employees have all they need to succeed in your workplace. Equality refers to the overall target your company should meet. If true equality exists within the core of your company, it is likely that equity will exist too.

So, what does this mean in practice for your company? Your aim should be to remain flexible and express your willingness to work with all your employees to support them and their individual needs.

Review your company policies

It’s important that your company promotes DEI within its core policies. If there are any doubts, carry out a review to reveal any issues. As a starting point, ensure the following:

• Your company policies apply to all your employees.

• Any training opportunities, further education programmes and promotions are offered equally to all your employees.

• Evaluate your HR recruitment strategies and ensure you are hiring with the goal of facilitating DEI in the workplace.

• Consider auditing your pay structures. Are your employees being paid equally for equal work? If not, this might reveal inequality issues. It is important to note that while your company may offer equal pay, it may not necessarily offer equitable pay.

Comply with legal requirements

It’s worth noting that your duty to your employees extends beyond promoting DEI in the workplace. As an employer, you have a legal duty as detailed within the Equality Act 2010.

The Equality Act makes it illegal for an employer to discriminate against employees’ protected characteristics. An employee’s protected characteristic refers to their age, disability, race, religion or belief, sex, and sexual orientation. It also relates to gender reassignment, marriage and civil partnership status, along with pregnancy and maternity.

When it comes to promoting diversity, equality, and inclusion (DEI) in the workplace, think about how you can empower your employees, so they feel heard and supported. Your company might need a specific plan and resources to bring about any necessary changes. Promoting DEI is a win-win; an inclusive workplace will help your employees feel valued, leading to greater morale, productivity, and performance levels.

If you would like our advice, we provide Mentoring, Training and Development for managers on topics such as diversity, equality, and inclusion. We can also review your policies and procedures, through our Retained HR Service or project support.

If you would like guidance on diversity, equality, and inclusion, or you need advice on another HR matter, please get in touch.