How do you promote equality in the workplace?
Assessment Outcomes –
1.1. Identify two positive ways in which individual difference and diversity in the workforce could be recognised and respected.
1.2. Identify the impact these differences between individuals could have on working together.
2.1. Outline own responsibilities and those of an employer in relation to equality.
2.2. Outline at least 2 key principles of inclusion to promote equality in the workplace
3.1. Give an example of a scenario illustrating discrimination at work and an approach to challenging it.
Under the Equality Act 2010, employers have a responsibility to their workers to protect them from any form of harassment, discrimination and bullying in the workplace. However, we know that workplace discrimination is still a major concern – across all industry sectors.
To help, we have produced seven best practice tips for promoting equality and combating workplace discrimination.
- Identify and prevent unconscious bias
- Put equality policies in place
- Mind your language
- Use objective criteria
- Be proactive
- Get advice if needed
- Watch out for indirect discrimination
The good news is, Generation Z, the under 25s are twice as likely as older generations to challenge norms and promote inclusion.
“There’s a new glass ceiling and it has remained unseen, but it seems Generation Z have better eyesight – they can see it [inequality] and they want to smash it.”
Debbie Klein
7 tips to actively promote equality and inclusion
Put equality policies in place...
Everyone should be treated fairly in all day-to-day activities and work-related decisions (recruitment, training, promotion, allocating work, pay, etc.). We should be embracing people's differences. A more diverse workforce is more profitable too!
Everyone must be treated fairly in all day-to-day activities and work-related decisions (recruitment, training, promotion, allocating work, pay, etc.). But we should go further still. Diversity and Inclusion expert Verna Myers put it best, "Diversity is being invited to the party; inclusion is being asked to dance". Embrace people's differences.
Mind your language...
Check that all your communications are free of discriminatory and sexist language Careless or sloppy language and stereotyping, however unintentional, can create a perception of inequality and make people feel vulnerable
Use objective criteria...
When recruiting, training, and promoting, ensure you have clear, objective criteria so that you always make decisions based on merit and aren't influenced by bias. Encourage group decision-making or conduct audits if there is a concern about a particular team, manager or business unit.
Be proactive...
Don't slavishly follow rules if you think they are wrong, if they create unintentional bias, or lead to some groups being treated less favourably than others. Instead, work to get them changed. If no one steps up to change the status quo, these unconscious biases will continue to dictate our workplaces.
Get advice if needed...
Your HR or Legal & Compliance departments will be able to offer sound advice on how to avoid unconscious bias or discrimination when making complex decisions such as terminating contracts or making people redundant to ensure that the rules are followed correctly.
Watch out for indirect discrimination...
Make sure that your company policies don't inadvertently put certain groups at a disadvantage. For example, a requirement to be 'clean-cut' could discriminate against anyone who wears their hair long for religious reasons.
Conversely, don't pretend not to notice harassment by a predatory manager because "it's just banter" or "he doesn't mean anything by it". It has the potential to damage your reputation forever.
Finally, workplace equality isn’t just about implementing procedures to stop workplace discrimination. That’s the easy bit. We also have to actively promote equality and inclusion, ensuring people are free to focus on what matters most – making our company the best it can be.
Ways to embrace and respect diversity<- - download worksheet