Embedding inclusive approaches in your business can feel overwhelming. It’s easy to look at what other businesses are doing and be worried about the capacity to do something similar, or think that their approaches aren’t transferable to your business.
But if you are looking to benefit from the positive impact of developing your inclusive practices, there are a few things you can do now that can help you decide what your quick wins might be, and what actions might be most impactful in the longer-term.
Most companies have a vision of what and how they want to achieve along with the desired behaviours of their employees. If you look at your company’s vision, values, and behaviours, it is likely that they are already aiming to be inclusive with your employees and customers. But could you be more explicit? Reflect on what is important to you as a business; do you want your staff to feel safe while at work? Do you want people to be respectful of others? Do you want a safe environment for people to learn and make mistakes? Do you recognise and celebrate every person’s uniqueness?
Putting your values in your entrance lobby, on your coffee cups or on your website doesn’t create change. It is the moments and behaviours that happen in your business – the ‘in club’ mentality in meetings, the ritual Friday night one quick drink after work (where work conversations continue) that not everyone can attend or the banter that oversteps the mark and goes unchallenged.
If you are a small organisation or you are new to the region, it might be that setting up one or more staff networks isn’t possible. However, you are unlikely to be alone and it is possible to join up with other local organisations or networks. Why not speak to your local Chamber of Commerce, the Federation of Small Businesses, or perhaps a Jobcentre Plus or Citizens Advice branch. Some larger employers are also involved in external networks and can signpost you towards relevant groups, for example Babcock has set up a city-wide Neurodiversity Network in Plymouth.
It might feel uncomfortable having these conversations for the first time, but it is vital to know where you are starting from, to be able to make a plan for the future.
Policies, processes and procedures are a businesses commitment to inclusion. When you are creating new ways of working it is useful to take time to consider how they will impact your employees and consider whether they are inclusive to all.
Consider using an Equality Impact Assessment tool to help you to make sure policies, procedures and practices are fit for purpose and are inclusive for staff and all those who use your services.
Example Equality Impact Assessment Tool – Devon County Council Introduction to Equality Impact Assessment (youtube.com)
Many organisations have a specific policy that clearly defines their intention of responsibilities for ED&I
Example ED&I policy: LiveWest
If you are a small business that doesn’t collect these kinds of data as part of your recruitment or workforce monitoring processes, then a different way to get that baseline is to engage with your existing staff – either face to face or by creating an online form.
Our colleagues wear a lanyard with their ID badge and during Covid, we realised that some were wearing both their work lanyard and a sunflower lanyard. So we designed a new branded lanyard which incorporated the sunflower. This was so well received that we also designed one that incorporates the Pride flag so colleagues can show membership or allyship to the LGBTQIA+ community.
One way to strengthen the employee voice within a business and to build ED&I into your approach is to encourage staff networks, or speak-up groups. Common ones include those covering disability and accessibility, LGBTQIA+, religious belief or faith, menopause support, neurodiversity, health and wellbeing, ethnicity / race quality, carers, and wellbeing.
If you are considering setting up new staff networks, then it is important it is not a ‘tick-box exercise’. Staff networks can bring real benefits to an organisation, but only if they:
Removing Barriers to Inclusion – An Employer Toolkit for Disability Confidence
If you are a small organisation or you are new to the region, it might be that setting up one or more staff networks isn’t possible. However, you are unlikely to be alone and it is possible to join up with other local organisations or networks. Why not speak to your local Chamber of Commerce, the Federation of Small Businesses, or perhaps a Jobcentre Plus or Citizens Advice branch. Some larger employers are also involved in external networks and can signpost you towards relevant groups, for example Babcock has set up a city-wide Neurodiversity Network in Plymouth.
Just because you don’t share the same characteristics as the group doesn’t mean you can’t support or learn from their experiences to be a better colleague, manager or friend.