Make sure you and your employees are aware of these 3 types of discrimination: direct, indirect, and implied discrimination. This line of questioning helps to create inclusivity amongst people from diverse backgrounds, as well as helping you to gain clarity and address sensitive topics or talking points. “Sorry, am I okay to ask you (insert talking point here) as I’m not sure? I don’t want to cause offense, and I thought it would be better to ask you instead of assuming”. If you are unsure about approaching a discussion or talking point, here’s a top tip to asking a question… Stating the following. This can often have the opposite affect and lead to causing offense due to a lack of clarity. Most people try to prevent causing offense to others by avoiding awkward or uncomfortable conversations. However, The Equality Act 2010 can be quite a lot to take in as an employee or employer, this is why our foundation Equality, Diversity & Inclusion Training and support sessions break down step-by-step what you need to know, to meet the needs of all your staff and the law. Make sure that your communications do not contain any sexist, racist language or any language that violates the 9 protected characteristics we’ve outlined above, you can also read more the Equality Act 2010 here. For more support on how to identify discriminatory policies, take a look at our Advanced EDI training. Does your organisations’ dress code policy infringe upon your employees’ religious beliefs and customs? Does your organisations’ policy on hair styles discriminate against certain ethnic groups? These are just a few examples of issues that need to be addressed immediately. It’s important to check your company policies to make sure that they do not disadvantage any of your employees.Įxamples of this could be your company policy on hair or dress code. Your organisations policies may be directly or indirectly discriminating against a certain group of people who share the same or similar protected characteristic. For help and support on improving diversity and inclusion in your organisation, you should look at engaging with a diversity consultant like Mission Diverse or take a look at our Foundation Equality, Diversity and Inclusion Training. We know that navigating this topic can be a minefield. Any form of discrimination against these 9 protected characteristics could have serious legal ramifications for your organisation or employees. Knowing the 9 protected characteristics outlined in the Equality Act 2010, is a great place to start. Get familiar with the 9 protected characteristics Here are 5 simple tips that will help you begin improving diversity and inclusion in your organisation: 1. Therefore, it is important to implement diversity and inclusion policies that actually work. Discrimination can have long-lasting damaging effects on your employees well-being and your organisations reputation. It’s no secret that discrimination is illegal, and workplace discrimination should be rooted out and appropriately sanctioned.
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