By Teresa Boughey – June 2019
- Have accessible role models – Not only should your organisation have an Inclusion champion at the highest senior level, but you should create a platform for all employees to be able to showcase their achievements so that they may inspire others.
- Develop Fit for purpose policies – Develop policies that not only ensure legal compliance, but that are representative of modern-day society and are easily understood by all.
- Get the conversations going – Create internal communication channels that are multifaceted and inclusive so that employees feel heard.
- Educate others – Provide opportunities for everyone to feel safe to be inquisitive and learn about each other. These could through shared dining experiences or formal training sessions, for example.
- Build for the future – Look beyond your current horizon and act now to build relationships with local communities, schools and colleges. Understand your entire recruitment process and employee lifecycle – identify where people are dropping out.
- Create advocates and ambassadors – Encourage everyone to become an ally, advocate or ambassador. Speak up when behaviour emerges which is incongruent with an inclusive culture; make space for those who wouldn’t ordinarily put themselves forward and share knowledge freely.
- Develop and mentor – Provide stretch/development opportunities and encourage participation from those who may not get an opportunity or who wouldn’t ordinarily put themselves forward. This could include chairing a meeting or leading on a project. Set up a mentoring scheme so that mutual learning can take place, but make sure it’s not always the same individuals selected and link with succession planning.
- Recognise and value unique difference – Introduce recognition schemes that celebrates the unique differences your workforce has.
- Know your people – Understanding your ‘people data’ –not just any gaps in gender pay, but consider other aspects of people data such as what your leaver information can tell you, or what does your sickness absence information tell you about the health of your workforce?
- Reward people fairly and equitably – Have a pay and reward system/process in place that is transparent and widely understood. Ensure salaries are clearly displayed as part of the recruitment process and that employees understand what is required (skills and behaviourally) in order to progress with their careers should they wish.
Teresa Boughey, a strategic HR professional and women’s advocate has ten tips for demonstrating your firm’s commitment to creating a culture that is inclusive, celebrates diversity and ensures that all employees feel that they are valued and ‘belong; in the work place.