Workplace Inclusion: Why Does It Matter?

As we mark National Inclusion Week 2024, many organisations will be taking the opportunity to reflect on the importance of equality, diversity and inclusion within the workplace. National Inclusion Week is an annual initiative which encourages businesses to assess their practices and ensure they are fostering an environment where every individual is respected and valued. For employers across all industries, it serves as a powerful reminder of the importance of a robust diversity and inclusion strategy.

As an experienced employment lawyer, I have seen on many occasions the positive impact that can come when inclusion is prioritised – not only in terms of complying with legal obligations, but also in building stronger and more collaborative teams. From a legal perspective, workplace inclusion goes hand in hand with the requirements of the Equality Act 2010, which protects individuals with nine protected characteristics from discrimination and harassment at work. However, in my experience, employers that actively pursue an inclusive culture will not just reduce the risk of Employment Tribunal claims, but also ensure their employees remain engaged, motivated, and productive.

In order to build an inclusive environment and minimise the risk of workplace disputes, employers must adopt thoughtful and practical measures. Here are some important steps that I would recommend:

• Create a clear diversity and inclusion policy. This should set out the organisation’s commitment to treating all employees fairly, while also outlining the process for reporting and addressing any instances of discrimination and harassment.
• Provide regular and comprehensive training. Ongoing education can encourage awareness and help staff to understand how their actions and decisions may impact their colleagues. Employers should ensure that all employees, but particularly those with management responsibilities, receive regular training on equality, diversity, and unconscious bias.
• Encourage open communication and feedback. Employers should create channels for staff to provide feedback on diversity and inclusion initiatives, as well as report any instances of discrimination and harassment, without fear of reprisal. Encouraging a culture of transparency can often assist in identifying and resolving issues before they escalate into formal complaints or legal disputes.
• Celebrate diversity. Supporting employee resource groups and promoting inclusive practices will help to show employees that their differences are valued and that regardless of background, every individual will be welcomed and respected.
• Monitor and review progress. To ensure the success of diversity and inclusion initiatives, employers should regularly review their practices. This will ensure that any gaps or areas for improvement are identified.

National Inclusion Week serves as an important reminder of the value and necessity of creating inclusive workplaces. Employers that prioritise inclusion will often find themselves better equipped to navigate workplace challenges while avoiding the risk of disputes and can build stronger and more resilient teams where everyone is empowered to succeed.

If you would benefit from advice or training on promoting equality, diversity and inclusion in your organisation, please contact Alice Kinder: alicekinder@bexleybeaumont.com  |  07526 372580