In this post
Introduction
The UK is diverse, with people from all backgrounds, cultures and religions. There are an estimated 30.3 million employees in the UK (Office for National Statistics), and each person will have various characteristics, personalities, perspectives, skills and experiences. Therefore, equality, diversity and inclusion (EDI) are more significant than ever in today’s workplace.
EDI aims to create a workplace where employees feel safe, respected, valued and a sense of belonging. Not only is it moral and ethical for businesses to have an effective strategy for EDI, but there are legal frameworks to ensure employees, regardless of their backgrounds and characteristics, have the same opportunities and are protected in the workplace. There is also a good business case, as it can improve performance, productivity, staff retention and overall employee well-being.
There is still a long way to go regarding tackling inequalities in UK workplaces. According to a 2022 inclusion and diversity survey conducted by CIPD (in partnership with Reed), only 30% of employers say leaders in their organisation are completely committed to having a diverse workforce, and just 36% said that senior leaders are completely committed to having an inclusive workplace.
This blog aims to enhance understanding of equality, diversity and inclusion in the workplace and the benefits for businesses, employees and society. It will also cover the challenges and barriers to achieving EDI in the workplace and provide some strategies businesses can adopt.
Understanding Equality, Diversity and Inclusion
Equality, diversity and inclusion are terms often used interchangeably, but there are differences. Businesses must understand how they differ to ensure they implement them effectively.
Equality
Equality in the workplace ensures employees and job applicants are treated fairly, with dignity and respect and have the same opportunities. It is enshrined in law under the Equality Act 2010, which protects people from discrimination, such as direct, indirect, harassment and victimisation. It makes it unlawful to discriminate against an individual or group because of the following nine protected characteristics:
- Age.
- Disability.
- Gender reassignment.
- Marriage and civil partnership.
- Pregnancy and maternity.
- Race.
- Religion or belief.
- Sex.
- Sexual orientation.
The Human Rights Act 1998 also applies to equality. It outlines basic human rights, including equal opportunities, fairness, dignity, respect, autonomy and freedom from discrimination.
Equity is often mistaken for equality, but there are differences. Equality is about providing equal opportunities and treating everyone in the same way, i.e. providing the same resources to all. Equity is identifying and understanding individuals’ specific needs and abilities and treating them differently to achieve equality, e.g. tailoring support and resources to meet their needs so they can have equal opportunities.
When businesses achieve equality, employees and job applicants are treated fairly and have the same opportunities regardless of their background or characteristics. It fosters a positive work environment where staff can do their jobs effectively and help make the business successful.
Diversity
Diversity in the workplace refers to the varying characteristics of the workforce. It is about recognising, respecting, valuing and celebrating the differences that make individuals unique. There are different aspects of a person’s character and their traits that make them unique, for example (this list is not exhaustive):
- Age.
- Religion.
- Appearance.
- Disability.
- Sexual orientation.
- Race.
- Beliefs.
- Political affiliations.
- Experiences.
- Values.
- Culture.
- Health.
- Marital status.
- Gender.
- Hobbies.
- Education.
- Diet.
- Background.
Diversity is also closely related to tolerance. In a diverse workplace, everyone is tolerant and respectful of others despite the differences between individuals. It leads to a harmonious environment where people are treated and accepted as equally valued members of the workforce.
When businesses embrace and celebrate diversity within their organisations, employees feel valued for who they are and are more likely to contribute their best.
Inclusion
Inclusion in the workplace means a culture where difference is valued, employees feel a sense of belonging and are treated with dignity and respect. They can be who they are without feeling like they have to change and feel safe to express their ideas and make suggestions. They are also actively encouraged by management to raise any issues and have the opportunity to participate if they want to.
When a workplace is inclusive, it can:
- Help reduce the risk of bullying, harassment and discrimination.
- Make employees and others feel included.
- Demonstrate to employees that employers are interested in their ideas and perspectives.
- Enable employees to contribute their unique perspectives.
In summary, the differences between equality, diversity, and inclusion are:
- Equality – all employees and job applicants can access the same opportunities.
- Diversity – the differences between those in the workplace are valued, respected and even embraced.
- Inclusion – making people feel welcome and safe in their working environment.
The Benefits of Equality, Diversity and Inclusion
When businesses promote equality, embrace diversity and celebrate inclusion, it can have many advantages. According to the Advisory, Conciliation and Arbitration Service (Acas), it can help:
- Make it more successful.
- Keep employees happy and motivated.
- Prevent serious or legal issues such as bullying, harassment and discrimination.
- To better serve a diverse range of customers.
- Improve ideas and problem-solving.
- Attract and keep good staff.
There are also other benefits, such as:
- It fosters innovation, creativity, and problem-solving – employing employees from various backgrounds with different experiences, skills, qualifications, and characteristics can bring new ideas to the table, as they will have unique perspectives. It can lead to better decision-making and enhance innovative ideas and solutions.
- It contributes to employee satisfaction, retention, and productivity – if employees feel valued and a sense of belonging and businesses celebrate their uniqueness, it can boost morale and lead to increased satisfaction and fewer complaints. Happier employees will likely be more engaged, motivated and productive, have better-working relationships and want to stay in a company where they feel safe. Keeping good employees is vital, as it saves money on recruitment and training.
- It adds new skills and experience – job applicants and employees will be from different geographical areas and have various qualifications, experiences and skills. It widens the talent pool for businesses so they can employ and retain the best possible staff that meets the ethos and values of their company.
- It improves a company’s reputation – when businesses embrace and celebrate equality, diversity and inclusion, it demonstrates to internal and external stakeholders that they are going above and beyond legal compliance and are socially responsible. It can enhance a company’s reputation, increase business and attract a diverse talent pool, increasing the chances of hiring better staff.
- It ensures legal compliance – employers have legal duties under the Equality Act 2010 to treat employees and job applicants fairly and not discriminate against them. Therefore, it prevents potential legal action arising from discrimination, including bullying and harassment. They also have a moral obligation, as treating everyone with respect and dignity is the right thing to do.
Employees who feel included and happy in their workplace should have better physical and mental health and well-being. It will also have positive impacts on businesses, communities and society.
Challenges and Barriers
Achieving equality, diversity and inclusion (EDI) within an organisation is no easy feat, and businesses can face various challenges and barriers. Even though the modern workplace has made significant steps to promote EDI, there is still a way to go. Inequality, biases and prejudice still exist, which can result in discrimination and negatively impact employees, job applicants, the wider workforce and the company.
Some of the common challenges and barriers to achieving EDI in the workplace include:
- Poor recruitment practices – how an organisation comes across to potential candidates is vital to ensure that diverse job applicants feel that it aligns with their values. If a company does not demonstrate its commitment to EDI in their recruitment processes and literature, people from under-represented backgrounds are unlikely to apply.
- Systemic issues – if leadership does not champion EDI and set a good example to employees, or there are systemic issues that permeate throughout the organisation, it can undermine efforts. Systemic issues occur when businesses operate in ways that discriminate against employees from certain backgrounds or with specific characteristics.
- Lack of diversity – if there is a lack of diversity within the organisation at all levels, but especially at the senior management level, it can send a message that there are limited opportunities for under-represented groups. Employees are unlikely to want to apply for jobs or stay in a company where they feel they cannot progress.
- Unconscious bias – this is where people automatically judge, discriminate or stereotype others based on their characteristics, and it is tricky to identify and manage. These attitudes and stereotypes are usually ingrained and based on incorrect or unreasonable beliefs and views. It can lead to certain groups feeling excluded and undervalued.
- Cultural barriers – can include cultural differences and language barriers, which can mean that individual needs conflict, leading to some employees feeling frustrated and isolated. It can affect teamwork and communication, limit opportunities for growth and impact EDI initiatives.
- Lack of training – some employees, including managers, lack knowledge regarding EDI, making it difficult to implement policies and procedures. If employees do not understand EDI, why it is needed, the benefits and their role in its implementation, any initiative is unlikely to be successful.
- Poor staff engagement – if staff do not feel included, valued and respected, it makes them feel disconnected and results in low employee morale. If employees are disengaged, it can affect their performance, overall productivity and engagement in EDI efforts.
- Inappropriate behaviour – if there is discrimination or bias in the workplace, it can make employees feel that they do not belong, reducing morale and affecting their well-being. They are unlikely to want to remain at a company where they do not feel a sense of belonging, and it could also result in legal action against the business or other staff if they are victims of discrimination.
- Inadequate policies and practices – if there is not a suitable EDI framework that managers and employees can follow, it is unlikely policies and practices will be effectively implemented, making achieving EDI goals difficult.
Achieving EDI within an organisation is only part of the journey. Businesses can overcome these challenges and barriers by realising it requires an ongoing commitment by everyone in the company. They must continuously monitor their practices, adapt to changes, and create an inclusive working environment where everyone feels welcome, respected and valued.
Strategies for Promoting Equality and Embracing Diversity
Promoting equality and embracing diversity are vital for creating inclusive workplace cultures and environments. Here are some examples of strategies businesses can adopt:
Understand the concepts
- Businesses must understand what equality, diversity and inclusion (EDI) mean and what is required to implement these concepts.
- If they are unsure, they should seek advice from a competent individual or organisation that specialises in EDI.
Leadership commitment
- Businesses must ensure that leadership and senior management are committed to driving EDI and are held accountable. They set the organisation’s tone and can either make or break EDI policies and initiatives.
- Leaders should lead by example and promote respectful interactions.
- They need to provide the necessary resources to achieve goals and include EDI in all aspects of the business.
Produce and implement a workplace policy and procedures
- Businesses should have a policy and procedures that covers EDI and must implement them effectively.
- Policies and procedures should be legally compliant and align with best practices, as they will provide a framework for people to follow.
- They should fully integrate EDI principles into policies, systems, processes and arrangements.
- They should have reporting, grievance and disciplinary procedures if there are any instances of discrimination, harassment and victimisation.
- They should include employees in decision-making processes and when formulating policies and procedures.
- Acas have a policy template here.
Pay employees equally
- Businesses should pay employees equally for equal work and ensure they have the same benefits.
- Acas has further information on equal pay and the law here.
Recognise various cultural and religious celebrations
- Businesses should have calendars with all of the major cultural and religious holidays.
- They could celebrate them in various ways and get employees involved to promote multicultural respect.
Set rules and challenge inappropriate behaviour
- Businesses should establish rules and guidelines for how employees should behave. If employees are customer-facing, businesses should communicate the behaviour they expect from customers when interacting with their staff.
- They should foster an environment and no blame culture where employees are encouraged to report issues.
- If there is any inappropriate behaviour, e.g. bias, harassment and discrimination, they should challenge and address it promptly.
Monitor and evaluate progress
- Businesses should regularly assess and evaluate their progress against EDI goals.
- They should monitor and collect data to see if their objectives are achievable, including getting employee feedback.
- If their goals are unachieved, they should adjust their strategies with input from leadership, managers and employees.
Link EDI initiatives to others
- Businesses could look at certification to British and International standards to demonstrate their commitment to EDI and to provide them with a framework to achieve their goals.
- Examples of standards include:
- ISO 30415:2021 – Human resource management — Diversity and inclusion.
- BS 76005 Valuing people through diversity and inclusion – code of practice for organisations.
- The National Equality Standard (NES).
Businesses should have good recruitment and hiring practices and have EDI in mind when putting together their recruitment policies and procedures to create inclusive workplaces and attract diverse talent. They should ensure they include EDI in all aspects of recruitment, from job descriptions and interviews to onboarding and induction. Here are some ways they can promote diversity:
- Ensure they comply with the law throughout the recruitment process, e.g. data protection and discrimination.
- Establish SMART recruitment goals and consider setting targets for under-represented applicants.
- Create inclusive, unbiased job descriptions with neutral language and focus on the qualifications and skills of the role.
- Use positive action to encourage qualified and experienced candidates who are under-represented to apply, e.g. those with disabilities. However, they should ensure they do not discriminate against other candidates and that their use of positive action is reasonable.
- Advertise in various places to widen their reach and attract applicants from different backgrounds.
- Have blind recruitment processes that remove identifying information from applications (e.g. names, sex, gender, ages, etc.) as it can promote fairness and reduce unconscious bias.
- Provide hiring managers, recruiters and human resources staff with EDI training so they are aware of their biases and can screen, assess and interview applicants fairly.
- Use recruitment agencies that promote equality and specialise in finding diverse and under-represented candidates.
- Encourage referrals from employees from diverse backgrounds so they put forward similar candidates.
CIPD has an inclusive recruitment guide for employers here.
Businesses should provide employees and managers with information and training on EDI to increase their understanding of these concepts and to raise awareness and sensitivity. It is also important to regularly communicate the company’s values, rules and expected behaviours. Some training and education initiatives and tips include:
- Robust inductions – include EDI policies and processes in new staff inductions to ensure they are on board from the start of their employment.
- Inclusive training – ensure training is delivered inclusively and interactively and leadership and senior management participate. Make reasonable adjustments for employees with disabilities where needed, as this is a legal requirement under the Equality Act 2010.
- Self-reflection – part of the training could involve encouraging employees to self-reflect and think when they have experienced bias.
- Engaging content – make the training content and materials engaging and interesting. Also, use real-world case studies and examples and include information about the benefits of EDI and the legal requirements. Businesses can use specialist training companies if they do not have in-house expertise.
- Provide training on policies and procedures – employees should be made aware of the organisation’s policies and procedures and be trained on dealing with EDI-related challenges.
- Review training materials regularly – laws and standards change, and new ideas and best practices are often shared. Training materials should be reviewed regularly to ensure it is up to date.
- Monitoring – evaluate the effectiveness of EDI training programs and measure changes, i.e. is training making a difference to attitudes, behaviours and workplace culture?
Indeed UK has information on developing an inclusion and diversity training program here.
Businesses can seek advice from professional and competent advisors if they are unsure how to achieve or improve EDI in their organisations.
Case Studies and Examples
Businesses should look to go beyond legal compliance regarding equality, diversity and inclusion, and there are some examples of organisations that have promoted these concepts successfully.
West Midlands Fire Service (WMFS)
The fire and rescue service, WMFS, was ranked number one on the 2023/2024 Inclusive Top 50 UK Employers List.
WMFS is responsible for protecting one of the most diverse regions in England, and it is the second-largest Fire and Rescue Service in the UK. It has achieved significant milestones such as:
- Having a workforce that reflects the communities in which it serves.
- Its workforce exceeds the national averages regarding inclusivity, e.g.:
- 17% representation of females.
- 21% representation of individuals from Black, Asian, and Minority Ethnic.
- Removing barriers that prevent full participation and progression.
They are continuing with their commitment to fostering an inclusive and supportive culture, detailed in their 2024-2027 strategy.
Further details on this case study and other examples are on the Inclusive Companies website here.
London Borough of Hackney
In 2021, Hackney Council were looking at workforce diversity and how to increase the progression of people from culturally and ethnically diverse backgrounds into senior roles in the council. To try and achieve this, they were planning on the following:
- Directors running staff focus groups within an agreed framework.
- Staff members co-producing solutions to the issues arising and taking them back to senior leadership to agree and lead on.
- Developing toolkits for managers to prompt inclusive decision-making regarding an employee’s career journey.
- Having inclusive champions to coach senior leaders in diversity.
- Reviewing HR policies.
- Creating ‘think inclusive conversation’ video modules, aiming to educate the organisation on critical concepts.
- Developing a ‘dashboard’ to identify and monitor ‘problem areas’.
Challenges they had included:
- Frustrations at the lack of progress made.
- People needing support to have discussions in the workplace.
- Reluctance to set clear targets that the council could work to.
Further details on this case study are on the Local Government Association website here.
Longhurst Group
The charitable housing association Longhurst Group became an employer of choice for those with protected characteristics as they built a culture of equality, diversity and inclusion. It employs over 1,200 staff and provides more than 23,000 homes and a wide range of care and support services. The CEO, Julie Doyle, strongly champions the vision and is passionate about inclusivity.
To ensure they are inclusive, according to Hogarth, A. (2021), they (this list is not exhaustive):
- Developed an inclusion and diversity organisation-wide strategy (‘Improving Lives 2025’) with a clear programme of work.
- Developed comprehensive action plans to really deliver an inclusive workforce and become an employer of choice for all nine protected characteristics.
- Ensure their policies are regularly reviewed and updated in line with legislation and best practice.
- Use an external diversity consultant and its internal diversity working group to impact assess their policies.
- Use regular audits, surveys and consultations to inform its strategies and target action, including a full review and report of its equality monitoring data.
Further details on this case study and the organisation’s achievements are on the CIPD website here.
There are many real-world examples and best practices regarding promoting equality, diversity and inclusion. Some further examples are on:
- Barclays Life Skills – Inclusivity & diversity at work case studies.
- CIPD – Case studies (filter by topic: Equality, diversity and inclusion).
- Employers Network for Equality & Inclusion – Case Studies Archives.
- Local Government Association – Case studies on equalities, diversity and inclusion.
- The Royal Society – Best practice case study project.
Conclusion
All employees and job applicants should have equality, i.e. treated fairly and have access to the same opportunities, regardless of their backgrounds, characteristics and other traits. What makes them unique and their differences should be valued and respected, and they feel welcome and safe at work. Not only is equality, diversity and inclusion enshrined in law, but it is also the right thing to do and makes good business sense.
Businesses can benefit when promoting equality and diversity and creating an inclusive working environment. It can enhance their reputation, ensure legal compliance, widen the staff talent pool, and increase employee morale and retention. It can also foster innovation, creativity, and problem-solving, and contributes to employee satisfaction, retention, and productivity. Overall, if implemented successfully, it can lead to a happier and more productive workplace.
There can be many challenges and barriers to achieving workplace equality, diversity and inclusion. Businesses can overcome them by having solid strategies, setting goals, monitoring progress and realising that it is an ongoing process. Leadership commitment and employee engagement are critical to the successful implementation of equality, diversity and inclusion policies and initiatives within an organisation.
There are many case studies and examples of organisations that have won awards and accolades for promoting equality, diversity and inclusion. Anyone responsible for EDI should find similar cases to benchmark against and take proactive steps towards fostering inclusive environments.
For further information, see the following:
- Acas – What they are – Equality, diversity and inclusion.
- British Business Bank – How to promote diversity and inclusivity in the workplace.
- CIPD – Equality, Diversity and Inclusion resources.
- CPD Online College – Diversity and Inclusion in the Workplace.
- UK – Equality Act 2010: guidance.
- Online Learning College – Equality Act 2010.
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