Workers and consumer rights exist to protect the public, not to drown us in red tape as we are led to believe by recent comments in the media. Disrespect for diversity in general increases frustration in society for those who are victims and raises aggression levels from those who see the mainstream as the nor
Diversity training and policies
Diversity initatives are not just about complying with legal obligations under the Equality Act (2010) but creating a more inclusive and productive workplace where all employees thrive. These in turn create a sense of community.
The Equality Act provides legal protection for nine protected characteristics:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
Workplace adjustments are a huge part of diversity and inclusion, ensuring equal opportunities for disabled staff in particular. These are a lifeline for many to provide economic means of self-sufficiency, food for the mind and soul.
Most workplace adjustments cost less than £100; many simply require a change to a process or a policy.
Examples of adjustments include:
- The provision of ramps , accessible toilets, adjusted desk heights, improved lighting, handles, wider corridors, visible alarms for emergencies.
- Communication adjustments such as accessible documents, alternative communication methods, dictation software, screen readers, captions/subtitles, screen magnifiers, hearing loops.
- Provisions for guide dogs on premisis.
- Flexible working arrangements, modified job roles, including work from home, or adjusted training programs. The employee may be offered the possibility to work at a time that suits the employee best.
- Frequent breaks may be advised in addition to allowing time off for medical appointments.
Disability is not always visible. For example, neutropenic individuals with low white blood cell count and a compromised immune system. Cases shot up during the pandemic. So many people are now impacted by Long Covid and have reduced energy levels.
Women
Disregard for diversity policies seriously devalues the role of women in society. Where possible, healthcare professionals recommed women try to breastfeed their babies. Workplace regulations require employers to provide suitable facilities where pregnant and breastfeeding mothers can rest.
The Health and Safety Executive (HSE) recommends that it’s good practice for employers to provide a private safe environment for breastfeeding mothers to express and store milk. Toilets are not considered a suitable location. Britain has a declining birth rate. Should women decide it is too complex to balance a career and their role as mothers, they could be forced to choose one or the other.
Diversity training
Many organisations deliver training using online software with a small multiple choice exam to ensure staff understood the concepts. An integral part of the training deals with unconscious bias.
HR professionals and management may undertake more advanced training in this subject.
HR departments typically handle reporting duties on workplace adjustments and training on policies. They are required to tailor any workplace adjustments to individual needs and liasise with employees. All of these are reviewed regularly to ensure they are still effective.
Diversity policies in turn reduce the effort required by HR to deal with workplace complaints or legal cases.
Bullying is kept in check by these policies and this makes employees more productive.
The job at hand is their focus, not a divisive office atmosphere.
Organisations can tap into the full potential of all their employees, leading to increased productivity and innovation and ultimately, business success.
Staff retention is much higher in organisations with established diversity policies.
Prevention is better than cure
Workplace adjustments in particular can improve employee wellbeing and reduce stress, leading to a happier and healthier workforce. In today’s world, mental health challenges are rife. Adding stress caused by bullying in the workplace may be that step too far which pushes the balance between mental health issues and normality over the edge.
That one candidate out there who either does not apply for the job or rejects an offer owing to the lack of diversity policies in the workplace may be the very person the business entity needs. Some sectors struggle due to skills shortages.
Organizations that prioritise diversity and inclusion demonstrate a commitment to social responsibility, which can enhance their reputation and attract talent.
Should members of staff breach the Equality Act, this leads to costly fines.
Discrimination claims under the Equality Act may be brought in an employment tribunal. Compensation is not capped and is assessed on the basis of both financial loss and injury to feelings. A further type of discrimination claim can arise in the UK where a party induces or causes another to commit an act of unlawful discrimination. Legal fees for private sollicitors in the absence of an in house legal team are potentially high.
Working from home
Working from home is an integral part in many of these diversity policies, but it has become the norm post Covid. Employees appreciate cost savings on transport, time saved commuting. It also allows employees to reside further away from the workplace, and take advantage of more rural areas and cheaper housing. WFH benefits employers in that they gain access to a potentailly larger talent pool. It contributes to the reduction of our carbon footprint.
Disregard for investment and training in diversity not only transgresses legal provisions, but in turn causes severe reputational damage. Training employees about disability and fostering a culture of respect for all is definitely not a waste of time.
We should ask ourselves what sort of society we want to live in, one in which each individual feels safe and valued, or one which is peppered and hampered by divisive environments.
If financial cuts are inevitable, it would be way better to tax the richest members of society instead of depriving those who need support most of all of the implementation of policies which allow them to thrive at work.
