“Diversity is about representation. Inclusion is about how well the contributions, presence and perspectives of different groups are valued and integrated into an environment.”

How does your place of work stand up for diversity and inclusion? 

As June is Pride Month, a month that celebrates diversity, equality and inclusion – what better time to review and implement strategies and policies to improve this in your workplace. 

69% of senior leaders reported Diversity as an important issue 

Creating an inclusive working environment is important to ensure all employees – despite their sexual orientation, gender identity, ethnicity, disability, social class, religion, or age – feel comfortable, embraced, and accepted as an individual.

Did you know: (Source: Druthers Search) 

• At work, 67.5% of LGBTQ+ employees reported hearing negative slurs, jokes or comments, about LGBTQ+ people

• 29.8% of LGBTQ+ employees reported experiencing at least one form of employment discrimination

• The lack of diversity in the workforce would cause 41% of LGBTQ+ job seekers to not apply to a job at a company

This blog will outline key topics that should be at the forefront of employer’s minds – and will provide your business or workplace with ideas and strategies to ensure a diverse and inclusive environment and business plan.

Topics include:

• Awareness of unconscious bias
• Communication & open dialogue 
• Developing a training plan 
• DE&I Strategy

Awareness of Unconscious Bias

Being an inclusive workplace starts with being aware of unconscious bias in the workplace and eliminating it. 

It’s important to educate employees on the types of unconscious bias and the consequences that can come from this. 

5  types of unconscious bias in the workplace: (Source: The HR Source) 

• Affinity Bias
  Favouring people who are similar to us, who we connect to 
• Halo Effect
  Focusing on one great attribute of someone, rather than the whole picture
• Horns Effect
  The opposite; being influenced by a negative trait in your perception of someone
• Attribution Bias
  Assessing other’s achievements as a result of luck, and failing as a result of their personality 
• Confirmation Bias
  The tendency to search for and focus on preconceived opinions (and judgement)

Awareness of bias is key to ensure that a) hiring is unbiased, and b) the general office culture and environment is inclusive and open to diversity. 

Educating employees on racism, diversity, inclusion, and unconscious bias can prevent and target bias in the workplace.

Communication & Open Dialogue

Encouraging a culture of ‘checking in’, with frequent communication and dialogue with all employees to ensure their needs are met and their experience is positive. 

Create an environment where teams’ feel comfortable expressing opinions and experiences, and opening the dialogue around diversity in the office. 

The workplace should be a safe space, and embody a culture where every single voice is not only heard – but welcomed and respected.

Training Plans

Organisations that have seen results, in terms of diversity and inclusion, have implemented a training plan of some sort.

The simple steps to create a diversity training plan:

• Conduct an internal census
• Review and identify areas of concern 
• Creating or Sourcing training content 
• Measuring and sharing the results

Part of creating an inclusive workplace, and improving employee engagement and retention could also look like developing a Mental Health training plan. 

1 in 4 of us will experience a Mental Health problem each year. But do your employees know how to reach out for support? 

A recent study, by Stonewall, found that:

• 1/2 of LGBTIQ+ people had experienced depression
• 3/5 had experienced anxiety
• 1/8 aged 18-24 had attempted to end their life
• Almost 1/2 of trans people had thought about taking their life

Some of your team, especially management, should be Mental Health first-aid trained in order to provide that support when needed! Or prevent situations from escalating. 

We have access to some very strong mental health trainers and diversity/inclusivity advocates if anyone would like a recommendation, get in touch with us! 

DE&I Strategy

Diversity isn’t just a novelty for Pride – It needs to be implemented and retained consistently … 

What involvement would you expect from an external recruitment partner in your DE&I strategy? For further information on how a recruitment partner can add value to your Diversity & Inclusion people agenda…

Reach out to our directors for more information:

• Chris Dickenson – chris.dickenson@advocate-group.co.uk
• Lee McNally – lee.mcnally@advocate-group.co.uk

Call us: 0161 639 0080

Email us: info@advocate-group.co.uk

Benefits of a Diverse & Inclusive workplace culture (CIPS): 

• 94% greater creativity and innovation in my team
• 92% helps employees to reach their full potential
• 91% improved productivity in my team
• 92% a more attractive place to work for prospective candidates which increases access to skills from a wider talent pool
• 90% a more open and trusting place to work helping to improve staff retention