Eight Steps Organisations can take to Promote Inclusivity

By Saira Hassan and Sarah Soyei

1. Give time, energy and resources to staff support initiatives

Create spaces where people who share a characteristic can come together to share experiences and receive support, such as a Black, Asian and other minority ethnic staff group, a disabled staff group and an LGBTQIA+ staff group. These could also be spaces for allies to join and show their support where appropriate. Support groups should be provided with time and finance to allow them to run effectively, without detriment to members of staff involved, and a clear line of communication and support from senior leadership. A well-planned support group should have rules that everyone agrees to abide by, or a charter for all members to follow, and a representative who will feedback issues and actions to line managers and other members of the senior leadership team.

2. Consult with staff and service users

An inclusive organisation is always looking for ways to improve the services that they provide to clients and the working environment for their staff. One way to do this is to present staff and service users with a survey that gives them the opportunity to share their thoughts as to the things that the organisation is doing well, and areas where they can improve with regards to equality, diversity and inclusion (EDI). Surveys should be made available in different formats to ensure accessibility. Results should be shared and action plans created to demonstrate that the organisation is listening and responding to the feedback given. Alongside surveys, focus groups and semi-structured interviews with key stakeholders can provide rich information.   

3. Work to a robust EDI policy

Policies provide the foundations for an organisation’s practice and provide instruction and guidance for staff. Ensuring that there is an EDI policy in place that everyone can access and implement will demonstrate the organisation’s commitment to EDI. The policy should be regularly reviewed and updated in consultation with key stakeholders, and should be a live document which interacts with the organisation’s other key procedures, such as recruitment, dignity at work, complaints, disciplinary and the organisation’s EDI strategy and objectives.

4. Have clear systems in place to respond if an incident occurs

Often staff and service users can be unsure as to what to do if there is an incident of discrimination or harassment in the workplace. People can be worried that the incident wasn’t serious enough to raise a complaint, be concerned about being dismissed or getting in trouble themselves if they report it. Having clear reporting systems and procedures in place can ensure that people feel confident to challenge prejudice and discrimination and to report incidents that they experience or witness. Having a variety of reporting mechanisms, including anonymous reporting systems can help to increase reporting. Setting out clear procedures in the staff handbook, dignity at work policy or similar, accompanied by training for all staff and managers will increase the effectiveness of the systems and ensure that all incidents are dealt with effectively.

5. Encourage allyship

Allyship is a key aspect of creating and maintaining inclusive spaces for all, particularly for under-represented groups. The United Front Initiative defines an ally as “an individual that fights for the equality, opportunity and inclusion of a group that is outside of their own identity.” (United Front Initiative, 2022). Authentic allyship is vital to help support colleagues when they experience any form of prejudice, be that subtle or more overt examples of microaggressions, abuse and harassment.

Yvonne Coghill, the Director for the Workforce Race Equality Group in the NHS has created a very useful diagram which demonstrates how to be an ally in relation to race equality, but the advice can be extended to support all types of equality. There is also an accompanying article which explains the importance of allyship in relation to race equality.

6. Create spaces for courageous conversations

People can be nervous about engaging in conversations about equality and identity in the workplace for fear of getting things wrong and causing offence or friction between colleagues. However, when issues are brushed under the carpet and not spoken about it can create friction and prevent people from working together effectively. Creating a culture where people are encouraged to have open conversations can be extremely freeing and allow people to develop better working relationships. Create safe spaces with clear ground rules to allow effective conversations to occur where people can share experiences and learn from each other.

7. Celebrate diversity

Diversity breeds strength in an organisation, bringing together mixed perspectives, leading to varied ideas and improved decision-making. Inclusive organisations celebrate their diversity, which provides a sense of belonging and inclusion for all in the team.  A cultural calendar displays all religious, cultural and secular holidays, celebration and commemoration days across the year, so can be a helpful tool to plan ahead for these events. Here is an example cultural planner for 2023.

Consult with staff and volunteers and ask for their ideas as to what more the organisation can do to celebrate its diversity. Often people may wish to run activities which provide them with an opportunity to share more about something that is important to them with the rest of the team.

8. Share your commitment to EDI wherever possible

Use internal newsletters and the intranet to keep EDI high on people’s agendas, let people know about the equality strategies and outcomes that you are working to and the things that are being put in place to support the organisation to achieve these. These channels can also be used to signpost people to events, blogs, podcasts and books which can enhance their learning.

Ensure your website and social media channels are accessible and inclusive for all, inviting feedback as to how you can improve. Finally, utilise these spaces to share and celebrate diversity and shout about the excellent work that the organisation is doing.

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EqualiTeach provides training and consultancy services for organisations throughout the UK. If you would like to talk to someone about your organisation’s plans for EDI please email Sarah at enquiries@equaliteach.co.uk and she will be happy to arrange a telephone call or meeting.