Good employment practices to create a more inclusive workplace
The strength of a good workplace comes from recognising the value that diversity brings. Having a range of strengths and experiences, rather than just one common skillset, means that your team is better placed to face whatever challenges come your way.
It can be difficult, and even uncomfortable, to sit down and recognise that you could be doing better to create an inclusive workplace where everyone feels welcome and can work to their full potential. But doing so is essential – so where do you start? We take a look.
Look at the way you hire
Like most things, good inclusivity practice starts at the beginning. Make sure you’re creating job adverts that are accessible, role-specific and encourage the potential candidate to reach out if they have any questions. Post these adverts on a range of sites, and reach out to non-profit organisations, support schemes for people with disabilities, or work with a recruitment agency that can get your advert out to these groups.
When it comes to interviewing, make sure you’re asking relevant questions for the job role, and are open-minded about experience levels. Especially for entry level positions, asking for several years of experience means that you immediately discount anyone who hasn’t been able to take a relevant internship or paid part-time job. Jobs like that are competitive, and some people can’t afford to work for free, or on a low wage. Look at the candidate’s potential, rather than just what is on their CV.
Be flexible
Everyone is different, and should be treated as an individual. Wherever possible, this should extend to being flexible with work location and hours. Whilst it might be necessary for you to set some core requirements to meet certain business needs, you should establish if it’s really necessary for all your employees to be in the office from 9-5 each day.
Be open to having individual conversations with your team, and working out a way to balance what works for them with what works for the business. It’s not necessary to grill them about why they want to work those hours, or at home – whether it’s caring responsibilities, managing a health condition, or simply working best at a different time, every reason is valid. Ultimately, the only thing that matters is finding the sweet spot where both parties are in agreement.
Challenge the stigma
Creating an inclusive environment is everyone’s responsibility, but senior management can make sure that they set the tone. Make sure that everyone is aware of what they can do to be accommodating, and implement unconscious bias training for all employees. You should also check that all the signage and communication that you’re using is inclusive, and avoids negative or patronising terminology.
One of the most important things you can do is provide a way for employees to give feedback, and be open to new suggestions. Everyone’s lived experiences are different, and you may find there is something that is causing a problem you hadn’t even considered. Make it known that you encourage feedback, and actively ask for it, and your workplace will change for the better.