Developing equality, diversity and inclusion (EDI) in your company is an important task and requires a level of understanding to just get started. That’s why we have done all the hard work and compiled this tailored guide to EDI for employers.
What are the Protected Characteristics?
The world is changing faster than ever. You might know you want your company to be diverse and inclusive, but you’re not even sure what classes as discrimination anymore.
In this guide we detail everything you need to know about the current laws on discrimination as detailed in the UK’s Equality Act 2010.
Furthermore, we outline exactly which characteristics are defined within it, so you can get to grips with discrimination in your workplace and start to build a more inclusive company culture.
Improving EDI in the Workplace
Developing equality, diversity and inclusion can’t be achieved overnight. There are lots of things you need to consider as the root of discrimination in your workplace, and none of them can be changed quickly.
First and foremost, you need to be introspective about your company culture, which requires some research. See our dedicated guide for employers which outlines exactly how to get started and what you need to consider when improving equality, diversity and inclusion in your workplace.
Why You Should Monitor, Record and Publish Your EDI Efforts
To fully understand the reasons behind a lack of equality, diversity and inclusion, you need to be able to collect and track the information of your employees. Not only will this be essential in rooting out any discrimination, but also any bias in your recruitment or promotion mechanisms.
Furthermore, there are a number of important reasons to remain open and transparent about this process. Go to our essential guide to see a more in-depth description of how and why to monitor, record and publish any collected EDI figures.
Finding and rooting out open discrimination is difficult enough. When you discover that most people don’t even realise they are discriminating against their colleagues, the project can become daunting.
However, we have compiled all the information you need to know about unconscious bias in the workplace. This includes how to understand, find and end it in your company.
Keeping Language Inclusive
Perhaps the greatest driver of stereotypes and unconscious bias is the language we use when talking to colleagues, during the recruitment and even on generic product advertisements.
Knowing how to make your language inclusive is essential towards making your company culture more inclusive and is also one of the easiest. To read about inclusive language, including what it is and how to change it, see our dedicated guide.
Ideas for Inclusivity
If you are struggling to think of ways to encourage inclusivity in your workplace, or want to make suggestions during discussions on a corporate EDI program, we have compiled this bespoke guide. In it, we detail our favourite ideas for creating an inclusive work environment that other companies across the UK are also utilising.
Intersectionality in the Workplace
When you have an employee who identifies as or is part of multiple protected characteristics, they have an exceptional number of barriers to their career and healthy participation in the work environment.
We have developed a guide tailored to employers so you can learn about understanding intersectionality and how you can combat it.