Creating an inclusive working environment is not just a legal obligation but a critical step in developing, nurturing and building employee wellbeing and a community of trust and collaboration, which helps cultivate productivity, and overall business success. 

Employers are required to meet specific legal standards that ensure all employees, regardless of their background, are treated fairly and with respect. These legal requirements are UK laws and are part of the Equality Act 2010 which is there to protect individuals from discrimination based on a range of protected characteristics including their race, religion, gender, disability, and sexual orientation.

If you are a business based in London, you will need to ensure that your workplace complies with the legal requirements set out in the Equality Act 2010 and that you are promoting and managing a culture of inclusivity and fairness. If you are a business and you fail to comply with this Act, this can result in legal action, a workforce with no trust, desire to achieve and aspire, a damaged reputation, and individuals who do not feel supported or motivated.

Here at Damian McCarthy, an experienced employment law specialist, have worked on many cases in the past. We have witnessed all aspects of employment law and are experts in guiding your business and managers into creating an inclusive workplace. In this post we discuss how to create inclusive workspace and practical advice and guidance, highlighting exactly what legal requirements there are for a business in London to follow, best practices and the importance of leadership with creating and promoting inclusivity. 

Legal Requirements

The creation of an inclusive workplace is a continuous process and should be a foundational step in the growth and success of a business. In the UK it is also a legal requirement to work within the regulations of the Equality Act 2010 that outlines the legal framework that employers must follow to ensure equal and inclusive treatment is adhered to for all employees, regardless of their race, religion, gender, age, disability, sexual orientation or other protected characteristic. 

It is the role of the employers to prevent any form of discrimination, harassment, unconscious bias and victimisation and to make sure that everyone has equal opportunities, support, access to training and development and day to day communication and support.

How to Create an Inclusive Workplace 

Inclusivity must be part of a company’s core values and that employees that are supported to speak up and be able to thrive. The ability to create an inclusive workplace is about creating an environment where people feel valued, respected, safe and empowered regardless of their background, identity, or beliefs. A big step to creating this culture is strong leadership and their commitment to diversity and inclusion. It is the role of good leaders to actively promote inclusivity, by creating and setting clear policies, ensuring all employees have relevant training, leading by example and instilling a culture of mutual respect.  

• Training

One of the most effective ways to create inclusivity is by the implementation of relevant training. Training raises awareness of different cultures, religions, beliefs and backgrounds and is a great way to help employees understand that the world is diverse and that everyone’s lives, experiences, values, and beliefs should be respected. Training is about understanding, open communication, respect, collaboration and cooperation among colleagues and can dramatically help to reduce unconscious bias and discrimination.

• Flexible Workplace Policies 

It is imperative for employers to accommodate their employees’ religious practices, like offering a prayer room or flexible work schedules for religious holidays. Regularly reviewing and updating company policies to ensure they meet their employees needs and align with religious practices is an essential step in creating an inclusive workplace. 

• Employee Resource Groups (ERGs) 

ERGs play a vital role in the creation of an inclusive workplace as they provide a safe platform for employees to share their experiences, champion for change, and support each other. ERGs help create a place of community and belonging and allow employees to connect over shared experiences and potential challenges they may be facing within the workplace. 

Encouraging discussion, collaboration and openness, ERGs help raise awareness of diversity issues and promote cultural sensitivity and can actively contribute to a more inclusive workplace, where all employees feel valued, heard and respected which can result in increased productivity levels and job satisfaction.

Recruitment Practices

Recruitment practices may not be an obvious area to consider but it is fundamental in creating an inclusive working environment. Below we have summarised ways that businesses to ensure an inclusive recruitment process

• Unbiased Hiring Processes – Equal opportunities for all potential new candidates is the focus here.  Businesses can introduce blind recruitment strategies where personal information is removed from applications.  This is a key step in ensuring that everyone is treated fairly and businesses employ a diverse workforce. 

• Diverse Interview Panels – This may sound easy and straightforward but at Damian McCarthy we witness many times this not taking place.  A diverse interview panel can help mitigate unconscious bias, leading to a fairer assessment of potential candidates. 

The Role of Leadership in Promoting Inclusivity

Leadership is the foundation of an inclusive business. Leaders must set the tone for their employees by actively promoting diversity and inclusion via training, ERGs, policies and initiatives; all demonstrating a commitment to creating an inclusive working environment.  Leadership is not just about advocating and supporting policies; it is about setting the example and showing their employees how to be, act and how to treat others. 

Leaders are there to create safe spaces, promote the strategies, ways of working, policies and training that are available for all employees to learn, to voice their concerns and to encourage open channels of communication where everyone feels safe, comfortable and respected to share their thoughts, feelings, experiences and challenges. This way of working creates an environment that opens its doors to identifying areas of improvement and the desire to create and maintain a culture of trust.

Want to Learn More About Inclusive Work Environments?

Understanding how to manage the implementation and creation of an inclusive working environment is crucial for a diverse, confident and supportive workforce. If you’re looking to improve your knowledge and understanding, Damian McCarthy is here to help.  

Damian is highly regarded by clients for the consistent delivery of exceptional results and for his knowledge and experience. He is known for his expertise in complex employment law cases and his deep understanding and strategic approach to employment law cases makes him a trusted leader and advocate for inclusivity within the workplace.
If you would like to understand more about creating an inclusive workplace please visit Damian McCarthy website where you will find all the information you need.