Equality, diversity and inclusion (EDI) all go hand-in-hand – put simply, embracing equality and diversity at work helps create an inclusive culture. It encourages employee loyalty, promotes better employee engagement and productivity while showing commitment to good business ethics.

While many employers have been placing a greater significance on EDI in the workplace over the last few years, there is still room for improvement.

What is Equality, Diversity and Inclusion?

Equality is defined as equal opportunities and fairness for all.

Diversity is defined as recognising and valuing that individuals are unique, and all have their own set of beliefs, values, cultural experiences, ethnic backgrounds and life experiences.

Inclusion is a respect for and appreciation of these differences – the deliberate act of welcoming and valuing diversity and equity. An inclusive workplace can help lower the risk of bullying, harassment and discrimination.

So, how do you Raise Awareness of EDI in the Workplace?

Review your Company Policies

As a priority, a review of your inclusion and diversity-related company policies and procedures is vital to ensure they are current and compliant with the law and best practices. These not only support and demonstrate inclusion through fair and transparent processes, but also act as a prompt to your employees, as to what is and is not tolerated.

If you don’t have any policies, or want to the review the polices you have, we can help you with this.

Collect Diversity Data

You don’t have to track how many job applications you receive from different groups of people, or the characteristics of the people working for you and sometimes, asking people about their identity and background isn’t always best received… and understandably so.

But, whilst you want to make sure processes are as fair and unbiased as possible, you also need to be able to track and report on diversity data to demonstrate this.

An equal opportunities form is a means of collecting anonymous data around things like ethnicity, gender and socioeconomic background to ensure processes result in fair outcomes.

If you want to start collecting diversity data, we can provide the relevant documents for you.

Provide EDI Training

Training is a key component in supporting equality, diversity and inclusion. Training helps raise awareness, explore EDI values and behaviours, reinforce organisational expectations and encourage personal reflection in your employees’ thinking and mindset.

Training can help to facilitate discussion around sensitive and difficult subjects like unconscious bias and nurtures conversation on how to improve workplace culture and inclusion. EDI training can also mitigate any vicarious liability as a result of your employees’ actions.

If you are a line manager who is unsure if you are carrying out EDI in a fair and transparent process, why don’t you join our next Line Manager Training course for a refresher, where we cover this topic and any questions that may arise, in detail.

Carry out an EDI Survey

How do you compare with other companies?

A survey is a great way to start in helping you to see what you’re already doing or not and highlighting any areas where you could improve. Carrying out a survey allows you to better understand the current opinions of your employees, from an EDI point of view.

We can help you create the survey questions, design it via an online platform and then provide you with a findings report and recommendations.

Run a 12 Month Cultural Calendar

Cultural celebrations foster respect and open-mindedness for other cultures. Celebrating our differences, as well as our common interests, helps unite and educate everyone.

A cultural calendar allows you to celebrate religious events of diverse groups. So, if you want to create a 12 month plan, in order to be representative, let us know.

Review your Recruitment Process

The Equality Act 2010 protects people from discrimination related to any of the nine protected characteristics. To ensure candidates are not excluded on the grounds of a protected characteristic and to help attract a diverse range of applicants, use gender-neutral language and have a clear statement of your commitment to EDI. Ensure that any reasonable adjustments are made for candidates with a disability and ensure your record keeping is kept on file (in line with GDPR) for fairness and transparency.

Your decision to hire must be firmly based on an applicant’s demonstration of their skills, knowledge and ability to do the job.

People, society and the law are ever-changing, awareness-raising needs to be an ongoing priority in the workplace.

Implement an EDI Strategy

As well as targeted initiatives, a coherent strategy ensures that working practices across your business support an inclusive culture that embraces difference. Although there’s no legal requirement to have a written EDI strategy, it’s a good idea to produce one to demonstrate your business takes it legal and moral obligations towards being a diverse employer seriously. It can also encourage employees to treat others equally.

If you want to know where to start when creating your EDI strategy, we would be happy to help.

How Hallidays HR can help:

At Hallidays HR, we offer a variety of services to assist you in navigating the complexities of a multi-generational workforce. Whether you’re looking to recruit new talent, develop bespoke onboarding processes, or provide line manager training, we are here to support you throughout the entire employee life cycle. If you would like to discuss any of the above in more detail, then please do not hesitate to contact us on 0161 476 8276 or email hr@hallidayshr.co.uk. And of course, visit our LinkedIn page.