#equality

01 05 2025

Celebrating International Family Equality Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Health & Safety, Newsletter #consensushr, #equality, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Author: Matthew Chilcott – Owner, Consensus HR

#InternationalFamilyEqualityDay | #EqualityInTheWorkplace | #InclusiveHR | #WorkLifeBalance | #ConsensusHR

At Consensus HR, we believe that a truly inclusive workplace recognises and supports all family structures. On 4th May, International Family Equality Day (IFED) reminds us of the importance of equality for all families—regardless of their composition—and how HR professionals and employers can foster a culture of respect, fairness, and inclusion.

What is International Family Equality Day?

International Family Equality Day is a global celebration promoting equal rights for all families. It honours family diversity and raises awareness of the challenges that non-traditional or LGBTQ+ families often face—in society and the workplace.

From single-parent families and adoptive parents to same-sex couples and blended families, IFED serves as a platform to promote equality, respect, and recognition.

Why Family Equality Matters in the Workplace:

Employers and HR teams play a vital role in ensuring family equality is reflected in organisational policies, practices, and culture. A forward-thinking HR strategy promotes:

Equal parental leave rights for all family types
Flexible working arrangements to support work-life balance
Non-discriminatory benefits (e.g., family health cover, compassionate leave)
Inclusive workplace culture that recognises family diversity
Anti-discrimination policies and diversity, equity, and inclusion (DEI) training

HR’s Role in Supporting Family Equality:

At Consensus HR, we work closely with our retained clients to ensure their HR documentation and procedures reflect the changing needs of modern families. Whether it’s reviewing maternity, paternity, and adoption policies or implementing inclusive recruitment strategies, we ensure businesses are not only compliant with UK employment law but also fostering an environment of genuine belonging and equality.

A Word from Matthew Chilcott:

“Supporting all families isn’t just good HR practice—it’s essential for building a modern, inclusive workforce. On International Family Equality Day, let’s reflect on how we as employers and HR professionals can promote equality, fairness, and respect for every family. At Consensus HR, we are proud to help businesses create workplaces where everyone feels seen, supported, and valued.”
– Matthew Chilcott, Owner – Consensus HR

How Can Employers Take Action?

Here are three practical steps HR and business leaders can take:

Review and update your family leave policies to ensure inclusivity.
Provide training on unconscious bias and inclusive leadership.
Celebrate family diversity in your internal communications and workplace events.

Let’s Start the Conversation:

What is your company doing to support family equality? We’d love to hear your thoughts in the comments section below.

💬 Leave a comment or contact us today to find out how Consensus HR can support your inclusive HR strategy.

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Important Health & Safety Update | Consensus HR in Herts & Beds

01 10 2024

Black History Month 2024 – October | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #equality, #equalityact2010, #equalityanddiversity, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Celebrating Diversity and Promoting Equality:

Black History Month 2024 – October | Consensus HR in Herts & beds

As we celebrate Black History Month 2024, it’s essential to reflect on the progress made in fostering equality, as well as the work still needed to create truly inclusive workplaces. Black History Month serves as a time to recognise the contributions, achievements, and struggles of the Black community in the UK and around the world. It is a powerful reminder of the importance of diversity in every aspect of society, including the workplace.

At Consensus HR, we strongly believe in the importance of creating an environment where everyone, regardless of race, can thrive and feel valued. This commitment is reflected in the UK’s Equality Act 2010, which serves as a fundamental piece of legislation to protect individuals from discrimination in the workplace and beyond.

Race as a Protected Characteristic:

Race is one of the nine protected characteristics under the Equality Act 2010. This means that employers are legally required to ensure that employees are not discriminated against based on their race, which includes their skin colour, nationality, ethnic or national origin. Any form of discrimination—whether direct or indirect—is unlawful under this legislation.

At Consensus HR, we work closely with businesses to help them meet their legal obligations, ensuring policies and practices are not only compliant with the law but also supportive of creating a positive and inclusive work culture. While legislation like the Equality Act provides the legal framework, it’s up to businesses and their leadership to foster environments where diversity is celebrated, and everyone feels empowered to contribute.

How the Equality Act 2010 Protects Against Racial Discrimination:

The Equality Act 2010 covers various forms of discrimination, such as:

Direct discrimination: Treating someone less favourably because of their race.
Indirect discrimination: Applying a rule or policy that, although neutral, disproportionately affects individuals of a certain race.
Harassment: Creating an intimidating, hostile, or offensive environment for someone because of their race.
Victimisation: Treating someone unfairly because they have made or supported a complaint about racial discrimination.

Promoting Diversity in the Workplace:

Beyond complying with the Equality Act 2010, organisations can take proactive steps to ensure racial diversity is embraced within their teams. This includes:

Training and Awareness: Ensuring that all employees, especially managers, are aware of unconscious bias and how it can affect hiring, promotion, and day-to-day interactions.
Inclusive Policies: Reviewing recruitment and promotion practices to remove any potential biases and encouraging applications from a diverse range of candidates.
Support Systems: Implementing support networks or mentoring programmes to help employees from minority groups feel supported and to promote career development.

In celebrating Black History Month, we acknowledge that fostering an inclusive workplace is not just about avoiding discrimination—it’s about actively embracing the diversity that strengthens businesses. By valuing different perspectives and creating an environment where everyone is treated with respect, businesses can drive innovation, creativity, and success.

At Consensus HR, we are here to assist businesses in navigating the complexities of employment law and in creating workplaces that reflect the rich diversity of society. Let’s use this month as an opportunity to take further steps towards equality and inclusion, ensuring that race and other protected characteristics are always respected in the workplace.

Celebrating the International Day of Peace: Building Harmony in the Workplace | Consensus HR in Herts & Beds

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Tesco 'Fire and Rehire' Case: A Major Win for Workers' Rights | Consensus HR in Herts & Beds

03 04 2024

More companies offer staff free testing for ADHD | Consensus HR | Herts, Beds

Matthew Chilcott Blog, Employment Law, General #bedfordshirebusiness, #consensus hr, #consensushr, #equality, #equalityact2010, #equalityanddiversity, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

The UK’s largest long-term savings and retirement business, Phoenix Group, has joined a growing list of companies offering to test workers for attention deficit hyperactivity disorder (ADHD) amid concerns that NHS delays are leaving many without support. The entertainment giant Disney is now also offering all employees ADHD and autism assessments under its private healthcare service. The Telegraph notes that magic circle law firms Clifford Chance, Freshfields Bruckhaus Deringer, and Allen & Overy have all introduced workplace schemes which help lawyers with ADHD diagnostics and support. PwC UK also provides testing for neurological conditions including dysgraphia, a disorder where people have difficulty reading and writing.

The Daily Telegraph

Our HR Comment / Advise: More companies offer staff free testing for ADHD | Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “ADHD is covered under the Equality Act 2010 and required employers to make reasonable adjustments in the workplace for all members of the team and job applicants. Employees / applicants who have a disability or long-term health condition are covered and ADHD qualifies for both,

Most people with ADHD do not tend to tell their employers as they are worried about any possible repercussions at work. However, employers / members of the management team should encourage an open atmosphere where members of the team can be open and honest, so that if any reasonable adjustments are needed, they are implemented. Employers, should arrange to seek the appropriate medical advice from a medical professional so that the member of team is able to work and not be seen as less capable or as troublesome, especially given the stigma that surrounds ADHD.

Attention Deficit Hyperactivity dDsorder (ADHD), autism and dyspraxia are forms of neurodivergence – there are others too. Being neurodivergent will often amount to a disability under the EQa 2010, even if the person does not consider themselves to be disabled.”

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At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided. If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation. Consensus HR | Your Outsourced Human Resources and Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 01438 576750.

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20 03 2024

UK falls down the rankings in Women in Work Index | Consensus HR | Herts, Beds

Matthew Chilcott Blog, Employment Law, General #bedfordshirebusinesses, #consensushr, #equality, #equalityact2010, #equalityanddiversity, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedhumanresources, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The UK has slipped four places — from 13th to 17th, the largest annual fall in rankings experienced by any Organisation for Economic Co-operation and Development (OECD) country this year — in the annual Women in Work Index compiled by PricewaterhouseCoopers (PwC).

The Index, which assesses progress made towards achieving gender equality at work across 33 OECD countries, also finds that the UK’s gender pay gap has widened by 0.2%, making it higher than the OECD average and more than half of the other 32 countries assessed on the Index.

It can be found on the PwC website.

Luxembourg, Iceland and Slovenia are currently the best performing with Scotland being the UK’s top performing region, jumping from third place to first.

PwC UK Economist, Tara Shrestha Carney, said: “While a fall in rank is never good news, it’s important to note that the UK’s declining position on the Index is not necessarily because the UK is doing worse, but because other countries are doing things better and faster when it comes to achieving gender equality at work.”

Clearly, though, she went on, progress is too slow. Over the last decade, the UK has consistently lagged behind the OECD in this area and, at the current rate of progress, it will take nearly half a century to close the UK gender pay gap.

The report finds that, even after accounting for a range of pay-determining factors, the pay disparity between women and men in the UK still persists with women earning almost a tenth less than men on average.

This “gender pay penalty” worsens with age, with women between the ages of 46 and 65 experiencing more than twice the gender pay penalty than that of women between 16 and 30 years. Indeed, while a woman entering the workforce faces a pay penalty of around 5.2% on average, this widens to nearly 13% as her career unfolds.

The report highlights the “motherhood penalty”, with women taking on an unequal share of childcare responsibilities, as a key driver.

This is compounded by men often having more time available to perform so-called “greedy jobs”, which demand unpredictable and longer hours and tend to be more highly paid.

Our HR Comment: – UK falls down the rankings in Women in Work Index | Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL Owner of Consensus HR comments: “This article is very interesting in relation to our rating slipping four places to 17 and highlights the need for businesses to ensure that they are acting fully on their equality policy as well as working to best practice in all areas of HR such as Recruitment.

Here are a few of our previous blogs written on the subject which can be read by clicking on the heading:

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If you are concerned about your business and its Equality Act and how you are currently ensuring that you are adhering to it with the team and business, give us a call / email now for a non-obligatory chat. Consensus HR | “Helping companies take the pain out of managing people whilst Preventing People Problems.” | Your Outsourced Human Resources & Employment Law Department – 0438 576750

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08 11 2023

Early years specialist awarded £800k pay-out following unfair treatment | Consensus HR | Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Investigations, Recruitment, Redundancy #bedfordshirebusinesses, #equality, #equalityact2010, #hertfordshirebusinesses, #outsourcedhumanresources, #outsourcing, #unfairdismissal, bedfordshire, Business, Business Owners, employment law, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

An early year’s specialist, Mrs J Healey, has been awarded an £800,000 pay-out after being unfairly treated and dismissed by Lancashire County Council. Mrs Healey, who was diagnosed with cancer in 2014, was absent from work for long periods due to treatment. The council’s restructuring of its early years team in 2018 affected her role, leading to Mrs Healey’s belief of unfair treatment and discrimination. The employment tribunal panel ruled that Mrs Healey had been unfairly dismissed and discriminated against, as the council required her to reapply and compete for a role she had already been performing since 2012. The panel found that the interview process amounted to unfavourable treatment due to her disability. Mrs Healey was awarded compensation of £800,713.59, including loss of earnings and pension. The council has not yet commented on the ruling.

BBC News

Our HR comment: Early years specialist awarded £800k pay-out following unfair treatment | Consensus HR | Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “Wow! £800,000. Award for unfavourable treatment due to a disability. This unfortunately is a prime example of when a company, a public Council in this instance does not manage sickness / absence appropriately and in view of the circumstances. At Consensus HR, we always work with our clients to ensure that in all situations, the appropriate investigations take place for all HR scenarios and to identify if there are any mitigating circumstances. This is an interesting case to read and full details can be found by clicking here and reading the outcome of the Employment Tribunal in Manchester. Employers and managers must ensure that they investigate fully in such circumstances or as in this situation and as previously discussed in numerous blogs, this was covered by the Equality Act 2010 (EqA) and unfair dismissal. Claims for discrimination under the EqA can be made from day one of employment and result in uncapped awards.”

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22 09 2023

New coalition aims to shatter glass ceilings in the construction industry | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Recruitment #diversity, #equality, #equalityact2010, #equalityanddiversity, #hertfordshirebusinesses, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Leading organisations in the construction industry have launched a coalition called the Construction Inclusion Coalition to tackle the lack of diversity in the sector. The group, which includes Travis Perkins, The Wolseley Group, and Ibstock, aims to address sexism and encourage more diverse recruitment. A recent poll conducted by the coalition found that only one third of Britons would feel confident their female family or friends would be safe and respected in the industry. The coalition is urging businesses to join the initiative and take the Built on Better Pledge, which outlines measures to attract a more diverse workforce. Mark Reynolds, co-chair of the Construction Leadership Council, said that equity, diversity, and inclusion are vital for the future of construction. Simon Oakland, Wolseley chief executive, emphasised the importance of attracting a more diverse range of people to the construction sector.

Daily Mail

Our HR comment: – New coalition aims to shatter glass ceilings in the construction industry | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Wow! What a fantastic and interesting article in the Daily Mail this week in relation to the Construction industry and tackling the lack of diversity in the sector! Diversity and inclusion is a subject we continually write blogs about and the business world has seen many examples of bad diversity in the workplace and it is great to see this initiative by members of the construction industry.

Here are a view of our previous blogs on the subject:

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At Consensus HR, Diversity & Inclusion is just one of the areas of HR that we deal with on a daily basis and if you wish to discuss how you can ensure your business works to best practice and the law and is an employer of choice, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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From automation to job creation: UK firms embrace AI and robotics | Consensus HR – Herts, Beds

Anti-Slavery Day | Consensus HR in Herts & Beds.

07 09 2023

Young workers prioritise diversity initiatives | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, General, Investigations, Recruitment, Redundancy, Training & Development #equality, #equalityact2010, #GenZ, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage, Training

Almost three-quarters of the youngest workers want their employer to prioritise diversity initiatives, according to a global study by Ernst & Young. The study surveyed 5,000 adults aged between 18 and 26 years old across the US, UK, Germany, Singapore, and India. It revealed that while most baby-boomers don’t consider a company’s focus on diversity, equity, and inclusion (DEI) when applying for jobs, almost three-quarters of Gen Z workers want their employer to prioritise it. The survey highlighted some of the broader concerns about organisational cultures: 94% of employees said that there was some level of inequity within their workplace amid concerns over equitable pay, performance evaluation and work assignments. Karyn Twaronite, global vice chair of diversity, equity, and inclusiveness for EY, emphasized the importance of DE&I in today’s political and economic climate, stating that it remains a key workplace expectation and a competitive advantage for businesses.

Bloomberg

Our HR comment:- Young workers prioritise diversity initiatives.

Matthew P Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “When I read this article today, it was great to see that the report demonstrates that the younger generation are fully considering diversity, equity and inclusion when applying for jobs and the importance they see in it, in today’s organisations / business. We have written many blogs / HR updates on this subject and ensure all our clients are kept up to date at all times of current legislation and cases that have been won and Precedents set and ensure they work to best practice and the law. Some recent examples is the Menopause and Flexible Working and the new legislation that has now gained approval through the Government and soon to be launched. At Consensus HR, we like to be on top of law changes and implement as soon as possible through our Contracts, Employee Handbooks and use of our Partnering IT product, Breathe HR.

Here are just a few of our written blogs on the subject

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If you need support on Diversity training for your team, give us a call today.

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17 07 2023

Ministers will not make firms report ethnicity pay gap

Matthew Chilcott Blog, Employment Law, General #equality, #equalityact2010, #equalityanddiversity, #ethnicity, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Ministers have opted against forcing employers to publish wage differences between workers of different ethnicities. Following an investigation into whether mandatory pay gap reporting would help eradicate disparities between the pay and career prospects of minority groups, officials have said: “We do not believe that now is the right time to take forward a mandatory approach to ethnicity pay reporting.” The statement added: “It is clear that a single reporting model may not work for all employers and that ‘a one-size fits all’ approach to action-planning will not be appropriate in all circumstances.” TUC general secretary Paul Nowak said that while ministers had pledged to address inequality and racism in the labour market, “once again they’ve backed down on their promises.” While firms with more than 250 employees are required to publish their gender pay gap, reporting ethnicity pay disparities is voluntary. Labour has vowed to introduce mandatory ethnicity pay gap reporting for firms with more than 250 staff.

Daily Mirror

Our Comment: Ministers will not make firms report ethnicity pay gap.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments:

“The reporting of statistics between any differences within a company’s workforce such as age, sex, ethnicity seems to have always been a problem, but why is this? I know the collating of the information can be hard for some businesses and many employees from experience are not forthcoming when it comes to providing this kind of information but surely if we are to make a difference in the workplace, basic information needs to be obtained doesn’t it? None of our clients are over the 250-employee mark but in the past when I have worked in industries of this size, we would provide a form in their initial induction pack to gather this information, but did anything happen to this? Did it help us when drafting and implementing / managing our recruitment strategy? Yes, and by using this information we were able manage accordingly.”

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Employment Tribunal: The Potential Cost to Your Business

10 03 2023

Two in five think equality drive discriminates against men

Matthew Chilcott Blog, Employment Law, General #equality, #equalityact2010, #equalityanddiversity, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “We have written many blogs on recent articles written in a wide range of papers over time and the issue of Equality appears all the time regardless of the area covered. In this latest article in The Independent, two in five men think the current equality drive discriminates against men. Whatever your personal views, surely is it not time that regardless of what area under the Equality Act 2010, you refer to that everybody should be treated equally and provided any support needed?”

NEWS ARTICLE: Two in five think equality drive discriminates against men

Research carried out by King’s College London and Ipsos has found that 53% of men and a third of women agree with the view that the push to promote women’s equality is so aggressive that men are being discriminated against. Julia Gillard, chair of the Global Institute for Women’s Leadership at King’s College London, and a former prime minister of Australia, fears a backlash against gender equality driven by online influencers is deterring people from championing the equal rights of women. She said: “Despite the progress we’ve made in recent decades, high-profile examples of misogyny are still rife, particularly online, and there are worrying signs from this research that such views are not only gaining ground among the public, but also deterring people from advocating for women’s rights.” Researchers who polled over 22,000 adults in 32 countries also found that 38% think men are being asked to do too much to champion equality – 29% held this view in 2019.

The Independent

The Human Times

A few of our previous blogs on this subject:

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27 02 2023

Women have boardroom majority at M&S

Matthew Chilcott Blog, Employment Law, General #equality, #equalityact2010, #equalityanddiversity, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott of Consensus HR comments: “Following many of our previous blogs on the subject of Equality in the workplace, it is great to see that one of the best known British Institutions – Marks & Spencers are leading the way in having 55% female representation on the board. As outlined previously, Equality and Diversity in the workplace is a must for all. businesses within all sectors and should be part of a companies culture and Policies and Procedures. “

NEWS ARTICLE: Women have boardroom majority at M&S

The appointment of Cheryl Potter as a non-executive director means Marks & Spencer’s boardroom has a female majority for the first time in the retailer’s 140-year history. The addition of Ms Potter means the board has 55% female representation. Data from the Hampton Alexander report published a year ago would suggest M&S now has the highest representation of women on its board of any company in the FTSE 350. Fiona Hathorn, co-founder and chief executive of Women on Boards UK, said: “It is terrific to see the retail sector waking up to the need for women on boards. Ten years ago the retail sector had almost no women on its boards.” Recent research by consultancy Korn Ferry shows that the number of women given chief executive roles in the British retail industry hit a record high last year.

The Times

Previous blogs written on the subject:

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How to Develop an Effective Diversity and Inclusion Program

27 02 2023

How to Develop an Effective Diversity and Inclusion Program

Matthew Chilcott Blog, Employment Law, General, Training & Development #equality, #equalityact2010, #equalityanddiversity, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

How to Develop an Effective Diversity and Inclusion Program. As a human resources consultant, I have seen the positive impact that a strong diversity and inclusion program can have on a company. A diverse and inclusive workplace not only attracts top talent from a variety of backgrounds, but it also leads to increased creativity, better problem-solving, and higher levels of employee engagement and satisfaction.

However, developing an effective diversity and inclusion program is not a one-time event, but rather an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can follow to develop an effective diversity and inclusion program:

Conduct a company-wide assessment:

The first step in developing a diversity and inclusion program is to assess your company’s current level of diversity and inclusion. This can be done through employee surveys, focus groups, and one-on-one interviews with employees. Use the results of this assessment to identify areas for improvement and to set specific goals for your diversity and inclusion program.

Establish a diversity and inclusion steering committee:

To ensure that your diversity and inclusion program is aligned with your company’s mission and values, establish a steering committee made up of employees from a variety of departments and backgrounds. This committee should be responsible for setting the direction of the program, and for ensuring that diversity and inclusion initiatives are integrated into all aspects of the company.

Develop a comprehensive diversity and inclusion strategy:

Based on the results of the company-wide assessment and the goals of the steering committee, develop a comprehensive diversity and inclusion strategy that outlines specific actions to be taken and metrics to be used to measure success. This strategy should address all aspects of the company, including recruitment and hiring, employee development, and company culture.

Provide training and development opportunities:

To support the growth and development of all employees, provide training and development opportunities that focus on diversity and inclusion. This can include workshops, webinars, and one-on-one coaching. Encourage all employees to participate in these opportunities, and make sure that they are accessible and inclusive to all.

Foster a culture of inclusion:

To create a workplace that is truly diverse and inclusive, it is important to foster a culture of inclusion. This can be achieved by encouraging open and honest communication, valuing differences, and creating an environment where all employees feel valued and respected. Encourage employees to share their thoughts and opinions, and provide opportunities for them to participate in company events and activities.

Monitor and measure progress:

To ensure that your diversity and inclusion program is effective, it is important to monitor and measure progress. Use metrics to track progress against specific goals, and regularly solicit feedback from employees to assess the impact of the program. Use this information to make ongoing improvements to the program and to ensure that it continues to meet the needs of your company and employees.

Developing an effective diversity and inclusion program is not an easy task, but it is an important one that can have a significant impact on the success of your company. By following these steps and committing to continuous improvement, you can create a workplace that is diverse, inclusive, and supportive of all employees.

Previous blog written on the subject:

Regulator moves diversity reporting rules forward

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If you want to know more on how to manage Equality and Diversity in the workplace and get the team on board, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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