This is an area that is fundamental to the wellbeing of employees. The Equality Act 2010 enshrines protections which mean employers must have in place equality policies and enact them if discrimination occurs.
Inclusive workplaces allow every person to be accepted and thrive, irrespective of their gender, race, age, religion, ability – physical or mental – or any other determining difference. The advantages of having an equitable, professional and top-down inclusion strategy are clear. It promotes better employee performance, innovation and problem solving and companies benefit from improved reputation with employees, customers and clients. However, diversity is often misunderstood, and companies can experience overwhelm when it comes to inclusion and how to encourage positive and fair behaviours at work.
As a Fellow of the Institute for Equality and Diversity Practitioners, I fully inform my knowledge, practice and understanding as an ally and believe absolutely in the benefits of changing our workplaces to become more equitable and inclusive. I offer training and interventions that recognise the difficulty in having conversations on race or other discrimination, that honour the experience of others and that embed change in a psychologically safe environment based on confidentiality and professionalism.
How can I advise?
- Creating an anti-discrimination, anti-racism policy and strategy.
- Addressing inequity and measuring change.
- Aligning diversity with company goals.
- Training – better awareness, more accountability, smarter thinking skills.
- “Safe Space” facilitator.
- Awareness training for all protected characteristics.
- An introduction to neurodiversity with Associate expertise to support further steps towards legislation compliance on WCAG 2.1.
Useful resources
The McKinsey Report ‘Delivering Through Diversity’ (2018) – Diversity Wins Follow up report (2020)
How to Implement Diversity and Inclusion at Your Small Business
EHRC Disability Discrimination
