In this guide we discuss how to promote equality and diversity in the workplace and suggest practical strategies you can implement. Promoting equality and diversity in the workplace is essential for fostering an inclusive environment where all employees and visitors feel valued and respected.
Organisations have a legal and moral responsibility to uphold the principles of equality and diversity, reinforced by the Equality Act 2010, which protects individuals from discrimination based on the protected characteristics of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
Despite progress, there is room for improvement. Research shows that half of all employees feel excluded at work which can seriously impact productivity. Those who feel included at work are more confident, productive and likely to stay with an organisation for longer.
What are the benefits of promoting equality and diversity in the workplace?
There are many benefits to promoting diversity and inclusion in the workplace, including:
- Broader talent pool. Attract top talent from diverse backgrounds.
- Higher retention rates. Employees are more likely to stay with inclusive organisations.
- Stronger brand reputation. Being recognised as an inclusive employer enhances your brand.
- Increased creativity and productivity. Diverse teams bring innovative solutions and fresh perspectives.
- Improved customer insights. Teams that reflect your customer base better understand their needs.
How to promote equality and diversity in the workplace
Be aware of unconscious bias
Unconscious biases are assumptions and beliefs that people may hold, which they are not consciously aware of. Unconscious bias can result in others being treated less favourably or even discriminated against. This can happen at all levels and activities in an organisation, from hiring to everyday office life.
These biases are often about an individual’s background, upbringing, personal experiences, and society and cultural stereotypes.
Employers and managers need to be aware of how unconscious biases in the workplace may impact their employees’ ability to perform their roles.
To address unconscious bias:
- Educate employees and managers. Offer unconscious bias training, like our Unconscious Bias Course to help employees to identify and overcome biases.
- Gather anonymous feedback. Create focus groups or anonymous surveys to uncover potential biases within the organisation.
- Foster self-reflection. Encourage employees to reflect on their own preconceptions and stereotypes.
Regularly review company policies
Discrimination can occur in any area of an organisation, including in policies. To combat this, employers should review current policies to ensure they are as inclusive as possible.
Outdated policies may unintentionally discriminate against certain groups. Conduct a comprehensive review to ensure policies promote equality and inclusion. Examples include:
- Updating parental leave policies to support all genders.
- Including clear procedures for reporting and addressing discrimination. Involve employees in policy discussions to ensure they reflect the realities of the workplace.
It is also important to involve employees in these discussions, as they may engage with policies more frequently.
Use inclusive language in job adverts
Reviewing hiring process can help promote diversity and inclusivity in a workplace.
Job descriptions can inadvertently exclude certain groups. To make them more inclusive:
- Avoid gendered or age-specific language. Use terms like “candidate” instead of “he/she” or “young and energetic.”
- Focus on skills. Highlight qualifications and capabilities over unnecessary attributes, such as listing degrees or certifications not relevant for the role.
- Review and edit. Have colleagues from diverse backgrounds review job postings to identify any unintentional bias.
Implement blind hiring practices
By removing all identifiable details such as name, age and gender, you also remove any initial bias about the candidate that may influence hiring decisions.
Blind hiring processes allow HR personnel to remain objective and make decisions based on the factors that count the most, such as skills and previous job experience. For a woman, the chances of being hired can increase by 46% when blind hiring is implemented.
Promote pay equality
Employers have a responsibility to ensure equal and fair opportunities for all their employees. However as of April 2024, the gender pay gap in the UK is 7%, and it is larger for higher-earning employees over 40 years old.
Social discomfort around discussing salaries with colleagues means pay disparity can go unnoticed. By regularly reviewing salary details, employers should take steps to address and correct any pay imbalance in their organisation.
Acknowledge cultural and religious holidays
Promote diversity and inclusivity in the workplace by acknowledging cultural and religious holidays and celebrations outside of those connected to public holidays in the UK, such as Diwali and Eid al-Adha.
Using internal scheduling systems is an easy to way to remind employees of other holidays and celebrations and can help them be more respectful to their colleagues who observe them when scheduling meetings and deadlines.
By inviting conversations about different religious and cultural celebrations, employers can promote multicultural respect.
Create channels for employee feedback
By encouraging employee feedback, organisations can gain a better understanding of how their efforts towards promoting diversity and inclusivity are working.
Providing employees with anonymous feedback opportunities, such as pulse surveys or thought boxes, are the best way to encourage transparency and facilitate immediate action. This feedback can help employers and managers quickly solve pressing issues while also informing long-term diversity and inclusivity strategies.
By creating awareness and equipping staff and managers with practical tools, organisations can build an environment where everyone feels valued and included. This not only improves workplace morale but also drives better performance, creativity, and employee retention. Tailored training ensures the specific needs of your organisation are addressed, helping to embed a culture of respect and equality at every level.
Provide diversity and inclusivity training
Comprehensive diversity and inclusion training, such as our Inclusion, Equality and Diversity Training for employees and Equality, Diversity and Inclusion Training for Managers (EID), can help address biases and promote respectful, positive interactions.
Education is a cornerstone of promoting equality and diversity in the workplace. Tailored training can:
Raise awareness
Training helps employees understand the value of diversity, the importance of inclusive behaviours, and how unconscious biases can affect decision-making and interactions in the workplace. It fosters an appreciation for different perspectives, creating a more harmonious and collaborative environment.
Develop practical skills
Employees learn actionable strategies to promote inclusivity in day-to-day operations, from communication techniques to collaborative problem-solving. This ensures inclusivity is embedded in workplace practices, enhancing teamwork and innovation.
Empower managers to lead inclusively
Leadership training focuses on equipping managers with the skills to address discrimination, mediate conflicts effectively, and implement inclusive policies.
Managers also gain a deeper understanding of legal requirements surrounding equality and diversity, enabling them to ensure organisational compliance with UK laws, such as the Equality Act 2010.
Behaviours that support equality, diversity and inclusion in the workplace
The following are behaviours that support equality, diversity and inclusion in the workplace.
Active listening
Active listening is engaging with the speaker to fully understand their perspective. Avoid interrupting, making assumptions, or thinking about your response while they are speaking. Use techniques like summarising or paraphrasing what they’ve said to confirm understanding.
This behaviour builds trust and shows respect for diverse viewpoints, fostering an inclusive atmosphere where colleagues feel heard and valued.
Empathy
Empathy is the ability to see situations from another person’s perspective and acknowledge their emotions. In a workplace, this might involve recognising the unique challenges faced by a colleague from a minority group or providing support to someone dealing with discrimination.
Demonstrating empathy encourages mutual respect and reinforces a culture of acceptance, reducing misunderstandings and promoting stronger workplace relationships.
Accountability
Accountability means taking ownership of your actions, especially when they may have negatively impacted others.
This could involve acknowledging unconscious biases, apologising for unintentional exclusionary behaviour, or actively working to correct discriminatory practices. It also means being willing to call out inappropriate behaviour and supporting others in taking similar responsibility.
Accountability sets a standard for integrity and reinforces an inclusive work environment.
Team collaboration
Collaboration thrives in a workplace where diversity is embraced, and everyone feels they have an equal opportunity to contribute. This behaviour involves actively seeking input from team members with different backgrounds, valuing their perspectives, and ensuring no one is left out of discussions or decision-making processes.
Effective collaboration also requires addressing power imbalances and creating an environment where every team member feels comfortable sharing ideas without fear of rejection or discrimination.
Advocacy
Advocacy includes speaking out against discriminatory remarks or practices, mentoring underrepresented colleagues, and promoting inclusive policies and initiatives. Advocates champion equality and inclusion, ensuring that diversity is not only celebrated but also embedded in the workplace culture.
Advocacy shows a commitment to fairness and helps drive systemic change.
Training to promote equality, diversity and inclusion in the workplace
Our Equality, Diversity and Inclusion Training for Managers (EID) shows managers how to promote equality and diversity in the workplace, to support legal compliance.
Inclusion, Equality and Diversity Training enables employees to help foster an inclusive workplace which is a strong foundation for an organisation’s long-term success.
To find out more, please visit our website or talk to our friendly team today on 0203 011 4242/info@praxis42.com
Tom Escobar
Director of Services & Training
