As part of coherent inclusion, diversity and employee engagement strategies, employers should undertake thorough reviews of policies and working practices. However, we know that there’s still a considerable way to go until this is a reality with regards to race.
To create fair and inclusive workplaces with equality of opportunity, treatment, and outcomes, regardless of people’s background, identity or circumstances our viewpoint on race inclusion in the workplace gives recommendations for employers, with additional information below.
Inclusion policy
It’s a good idea to have, and actively use, a written inclusion and diversity policy. Employers may have a defence to a claim if they can show that they took all reasonable steps to prevent discrimination occurring. Having a comprehensive current policy, and recent relevant training will help employers to distance themselves from liability for acts such as harassment by an individual perpetrator employed by them. A policy also demonstrates the organisation takes its legal and moral obligations towards being a diverse and inclusive employer seriously. It can also encourage employees to treat others equally.
Creating a racially-diverse and inclusive workplace and engaging personal commitment
We have published a series of reports on race inclusion which look at three key areas to consider to improve race inclusion and equality in the workplace:
- ethnicity disclosure and reporting
- addressing career progression inequalities
The research is based on a survey of employees and includes practical recommendations for employers and for government based on their experiences in the workplace.
Recommendations include:
- Develop a comprehensive and well-resourced race inclusion strategy, with clear ambitions and measures of success. Integrate this with your wider HR, equality, inclusion and diversity (EDI), and organisation business strategies. Monitor and adapt on an ongoing basis.
- Prepare for ethnicity pay gap reporting before it becomes mandatory and report voluntarily in advance if possible. Take a look at our guidance here.
- Develop an action plan for tackling any ethnicity-based disadvantage that your data exploration reveals. Implement and monitor impact.
- Avoid making generalisations - the term ethnic minorities encompasses a wide range of backgrounds, cultures and traditions.
- Support senior leaders to lead the way in initiating positive conversations about race, to be clearly visible as part of the EDI strategy and to communicate the importance of action for race and ethnicity equality.
- Support line managers to manage their teams in a non-discriminatory and engaging fashion. Invest in line management skills, including how to support the career development of all their team.
- Develop strategies to ensure all employees have a voice and work with employee network groups to facilitate two-way conversations about race and other diversity strands in a safe space.
- Consult employees on the most appropriate individual and collective terminology in relation to ethnicity, and help others learn this terminology.
- Work with relevant professionals across the organisation to develop a communications and involvement strategy to communicate and celebrate diversity aims and achievements, to share the organisation’s diversity data and to explain the EDI strategy.
Reviewing employment practices
- Think inclusively when devising all people policies and procedures to make sure they’re practical and aim to cater appropriately for the needs and preferences of a racially diverse workforce.
- Collect, analyse and publish a framework of relevant ethnicity data and statistics across all the HR processes in your organisation (including recruitment, promotion, career development and pay). An evidence-based approach will help get to the root of issues in your particular context.
- Check recruitment processes aren’t open to discrimination based on race. Take care in drafting and placing advertisements to avoid discrimination and stereotyping through language and images. Be sensitive when arranging dates for interviews. Indicate if any genuine Occupational Requirements apply.
- Make sure appraisal and performance management processes aren’t biased and check that career paths and promotion and training opportunities are inclusive for all employees.
- Review policies and procedures related to, for example: flexible working practices, dress code/uniforms, flexible canteen menus, and terms and conditions, to ensure they don’t discriminate on the basis of race.
- Make standards of behaviour clear to everyone through regular and appropriate communication methods, promoting a culture of personal responsibility for treating people with respect and dignity and adopting a zero tolerance approach to race discrimination.
Tackling racism in the workplace
Racism has no place in our society. Businesses must be part of the change we all need, to step up and stamp out prejudice, and to build diverse and supportive cultures of respect and fairness for all.
Explore our resources and curated practical content to help people professionals tackle these challenges - Visit the hub.
