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Written by Paul Holcroft

Paul Holcroft is the Managing Director at Croner.

Despite the UK being known for championing cultural and social diversity, it’s not always present in the business world.

HR departments and managers alike are legally bound to protect their employees from inequality and injustice. Yet more than a third (36%) of UK employees have experienced workplace discrimination and harassment.

Businesses should aim to promote a working environment that’s fair, diverse, and inclusive. Which increases both employee morale and business reputation.

Learn why diversity and inclusion is important, laws for applying equality, and how HR departments can help encourage workplace diversity.

What is workplace diversity?

Workplace diversity is about understanding and accepting employees from different backgrounds and values. It’s so much more than ticking ‘diversity boxes’. 

HR departments must ensure their hiring procedures and policies don’t discourage people from applying due to potential prejudice or discrimination. 

Having a workplace that promotes equality and diversity helps develop a culture of inclusion. Where all mindsets and talents can work cohesively with one other. 

Why is diversity in the workplace important? 

HR departments must legally comply with equality laws which protect their staff from ill-treatment. The principles of diversity and equality come under the nine protected characteristics, outlined in the Equality Act (2010). These are protections for:

  • Age, disability, gender, marital status, pregnancy, race, religion, gender reassignment, and sexual orientation.

Hiring from a diverse pool allows employers to tap into an array of skills, backgrounds, and experiences. Individual thinking and creative exploration can accelerate economic advancement and business success. 

What are the laws on workplace diversity?

Under equality and diversity laws, employers are obligated to protect their employees from workplace discrimination, harassment, and victimisation. These laws include:

  • The Equality Act (2010).
  • The Human Rights Act (1998).

There’s more to it than simple legal obligation. Without tackling inequality and prejudice, employees will feel unmotivated and unvalued. They could decide on quitting their jobs, or even raising discrimination claims to employment tribunals. 

Either of them can lead to costly impacts on your business. You could face negative effects to your business reputation. Not to mention coughing up legal fees for compensation payment and court attendance. 

How HR can encourage workplace diversity

In recent times, socio-economic values have helped grow a level playing-field for people from all walks of life. We arguably haven’t reached the optimum point yet; however, we’ve come a long way historically. 

HR departments are efficiently positioned for introducing diversity to the workplace. Through training programs and HR advice for employers, building a diverse workforce is achievable within any type of company. 

Here are a few steps businesses can take to encourage workplace diversity and inclusion:

Widen the talent pool boundaries 

It falls on the HR department, in any business, to deal with onboarding and hiring. Looking for candidates with suitable skills and talents is normally done through recruitment pools. 

But if these pools only have one type of worker, you’re denying your business so many accolades. It’s for your own benefit to utilise the recruitment process entirely.

Hiring candidates from diverse backgrounds can improve overall business balance. But be weary not to only employ them for the wrong reasons. It’s futile to look like an inclusive business aesthetically. Be sure to hire diverse candidates for fair and just reasons.

Encourage diversity on all work levels

Employing one diverse employee doesn’t mean your business stands as inclusive. A fake front like this will always crumble in the end, leading to impacts to your brand-name and productivity.

Rather than pretending, set targets of reaching employee satisfaction on all levels. And we mean all levels; not just in lower-position jobs, but as mentors and leaders.

Establish a fully-fledged pledge for diversity through equal opportunities in promotions, positions, and training. 

Creating an inclusive environment 

It falls on HR and managers to create a safe and comfortable working environment. But actively building a workplace that champions inclusion and diversity will grow benefits beyond imagination.

A workplace should home an atmosphere where collaboration, respect, and support for all can increase productivity and involvement.

Creating an inclusive environment is a key responsibility for HR departments. Beyond solving allegations and disputes, they need to ensure all staff members feel included and protected. 

Set the precedence for diversifying businesses

On an everyday basis, employees may be at ease with workplace diversity. But it’s always worth providing information, guidance, and policies on encouraging diversity, equality, and inclusion. 

Standing as a company that portrays workplace diversity will set your brand above and beyond others – internally, and on a global scale. 

Establishing diversity, equality, and inclusion within your company will ultimately lead to business success – now, and in the near future. 

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