How to make the first step in being an inclusive employer

Inclusivity and diversity in the workplace are not new topics so it’s likely that most businesses have taken steps to change policies to reflect diversity or develop strategies to ensure they are an inclusive employer. It might be however that this was done as a box ticking exercise or knee-jerk reaction to pressure to reflect diversity. It may also be that there are smaller businesses who haven’t really gone beyond his first steps. We will therefore look at how you can move beyond this stage and create a truly inclusive workplace.

How to make the first steps

·??????Recognise the need for an inclusive environment

·??????Build awareness

·??????Recruitment

·??????Training

·??????Learning and development

·??????Policy review

·??????Multiple communication channels

·??????Prioritise respect and dignity

Recognition and awareness

The first steps are to look at your workplace and the elements flagged up above then ask questions such as, do we have a diverse workforce? Is our business an inclusive environment? If the answer is no to either of these then the first step has been taken in terms of recognising change is needed. The next step is about raising awareness. In an article entitled How to build an inclusive workforce, Laura Wood suggests implementing awareness raising programs such as lunch and learn sessions. This is an idea that begins the conversation and builds understanding on how we appreciate differences, and what sort of values should inform policy.

Recruitment and training

If you have looked around your business and realised and recognised that diversity is lacking and the environment doesn’t feel inclusive, then it may be time to change the way you source talent. This means looking at such factors as unconscious bias in your hiring process and looking at the wording of your job adverts. Before you even begin that process, however some work needs to be done on organisational practice and policies.

Policy review

There is no question that D&I policies must be in place at work and an understanding must exist that some groups will face issues that require specific support. As with most aspects of business, best practice starts at the top and senior leadership set the tone. A report from the CIPD entitled Building Inclusive Workplaces, rightly flags up that if a senior leader behaves in an exclusionary way, “it signals inclusion isn’t a key priority for business.” It’s the leaders that create management practice and policy so the work must start there. The report goes on to say:

“A core part of organisational inclusion is the presence of policies and commitment to diversity-which needs to recognise that some groups typically face higher levels of discrimination at work or barriers to inclusion”

Communicate with respect

The way that leaders communicate with their staff is a key part of how to make the first steps to being an inclusive employer and enabling staff to reach their full potential. In the first instance it is about the awareness raising forums we have discussed but in addition to those, employers need to conduct surveys of their staff and think about other ways that leadership can open conversations and shift the environment based on staff feedback. It’s then about how leaders interact with their workforce and model behaviours that show respect and an inclusive attitude.