Creating an inclusive workplace

“Equality, Diversity and Inclusion” (EDI) is a phrase we’re reading a lot about at the moment, but how do we ensure we adhere to these values in the workplace and what does it mean?

What is equality?

Equality is about ensuring that everyone can access the same opportunities in the workplace, such as training, development, and promotion. 

What is diversity?

If we embrace diversity, we are showing that we value the differences between people.

What is inclusion?

Inclusion is a measure of how safe and welcome people feel. 

How can we promote EDI at work?

Promoting EDI begins with challenging negative attitudes and not being afraid to stand up to outdated views.    

Forward thinking employers should be creating policies and procedures to ensure the equal and fair treatment of all staff such as: Equal Opportunities Policy; Bullying & Harassment Policy; Recruitment Policy; T&D Policy, Absence and Wellbeing Policy and Family Friendly Policies to name just a few. 

It is important that all employees, particularly managers responsible for managing staff have been trained and understand the risks associated within a workplace where inclusivity isn’t the norm.  The benefits of an inclusive workplace will mean that staff are not afraid of speaking up, sharing their opinions and experiences, and discussing health problems.  Staff will be able to work together collaboratively, leading to better employee engagement which will be evident by seeing an improved contribution to your business. 

It’s important to note that employers who are not introducing policies are at risk of discriminating against employees (not just women); having to deal with grievances and may even end up having to deal with an employment tribunal claim for constructive dismissal or discrimination.  Employers who have sound policies and can evidence that staff have been trained will greatly reduce their vicarious liability if an employee goes rogue and does not toe the Company line. 

Employees can also find themselves personally liable when it comes to a claim for discrimination, harassment or bullying as highlighted in the case of Miles -v- Gilbank.  Whilst this landmark case is almost 20 years old, the findings are still relevant today.  In this case the Court of Appeal upheld a tribunal’s decision that Maxine Miles, the senior manager of a hair salon, was personally liable for an award of £25,000 for injury to feelings for a “vicious” bullying campaign committed by her and other managers under her control.

If you would like to find out more about improving EDI within your business please get in contact

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