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. 8. 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 Marriage and civil partnership. Another positive is that diverse workforces are perceived … 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. Read your job descriptions with fresh eyes and check that you aren’t using any stereotypes or biased language. When you support causes that matter to your employees, they will feel more valued and connected to the company. We specialise in practical training aimed at developing resilience, minimising the risk of stress and enhancing well-being within your organisation. With employees from different backgrounds, nationalities and who speak different languages, you can take your business to new places and competently serve different customers. 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. The group should be diverse in nature and be made up of volunteers. Take the time to closely look at your job descriptions. More specifically, equality is about ensuring individuals are treated fairly and equally, no matter their race, gender, age, disability, religion or sexual orientation. They should feel like their voices are heard and respected. 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… 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). It is the fair treatment of people regardless of any protected characteristics, such as race, gender, disability, religion, nationality, sexual orientation, or age. Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings. Race 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. There should never be a question, internally or externally, of what your company stands for. 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. Not only does this make good business sense—helping your company to better understand colleagues, clients, and customers around the world—it also makes the workplace a more interesting and personally enriching environment for everyone. Equality isn’t simply accepting people from different backgrounds – it’s about celebrating them. Set definite goals, and develop strategies to meet the goals. When you remove any bias that may block potential employees from applying to your positions, you get access to a much wider talent pool. 5. One of the key aspects of achieving any goal is measuring it. There are two major arguments in support of employers having a … Put equality policies in place. Acknowledge and honor multiple religious and cultural practices. 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. 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. 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. We have a wide range of handy hints and tips for managing stress, developing resilience. Bringing guest speakers in to talk to your people helps to bring new viewpoints and conversations around the question of diversity to your workforce. Acknowledge Differences. See more about the law on discrimination and protected characteristics. That means you’ll succeed in boosting your talent pool and beating competitors to the top hires. Register now. You want your company to be perceived in a positive way. It’s critical to remember ‘equality in the workplace’ isn’t a box ticking exercise. It is also important to look at how employers can promote further equality and diversity in the workplace. This for those in different positions or who have different experiences to still work in the same way. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful. The Terms What is equality? Without the basic knowledge of equality and diversity, it can be difficult to get people to promote and support it. The committee should meet regularly to discuss ideas to increase diversity and promote equitable hiring in your organization. Pregnancy and maternity. There have been some high profile cases where organisations have failed to promote equality and diversity and have been guilty of discrimination in the workplace. Equality, diversity and inclusion need to be measured and analysed in all aspects of the organisation such as performance and processes. 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. Equality in the workplace means equal job opportunities and fairness for employees and job applicants. An inclusive and diverse workforce This allows you to more easily serve and appeal to customers across the globe and potentially give you an upper hand against competitors. Society is made up of a wide spectrum of people. Employees should be able to balance their work and their life in a way that suits them. “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. 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. 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 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. 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. 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. 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. A selection of resources designed with the role of the manager in mind. 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”. Gender Reassignment 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. A client in the creative sector asked for a review of … Everyone should be treated fairly in all day-to-day activities and work … Today, the market is global. 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. 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 Your policies should se… Home > Blog > Promoting Equality and Diversity at Work. Educational resources also help to learn of the experiences of others, which helps to bring unity in the workplace. For example, those with children would greatly appreciate the ability to work from home on certain days or have some flexibility to their working hours, while offering religion-specific holidays is a great way to show acceptance and celebration of all. Employers must work to ensure that all employees have an equal chance to excel, develop their skills and progress in their careers. More information about our Privacy Policy, Developing Resilience: Training for Managers, Customised training in Developing Resilience, Developing a Growth Mindset in the Workplace, Team Working – Action Planning for Virtual Teams, Training to manage covid fatigue and coronanxiety, Practical Approaches to Handling Pressure, Tired all the time? 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. Also put certain groups at a disadvantage ‘ HR processes ’ that can Exclude cookie, will! Helping to understand the terms meet regularly to discuss ideas to increase diversity and need. The best browsing experience build customer loyalty as performance and processes or race connected the. 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