We’ve all been hearing about The Great Resignation recently, with many people apparently changing roles, and these decisions having been precipitated by the Pandemic. Some people say they’re leaving as a result of how their employers have behaved during this time, or because they’ve re-evaluated their relationship with their job, employer, workplace, industry, or something else related to work. But what does this have to do with equality, diversity and inclusion (EDI)?
A diverse and inclusive workplace is ethically important, for a start. It’s an important part of good people management and vital for business sustainability. Inclusive environments are those in which everyone feels valued, able to participate and reach their potential. Diversity recognises, respects and embraces difference but it’s important to remember these differences aren’t always visible.
Being committed to building a diverse and inclusive workplace can:
- Boost wellbeing, morale, performance, and retention
- Support people to access opportunities both with new employers and in with their existing organisation
- Harness different perspectives, skills, abilities, and experience in order to lead to greater innovation.
These benefits are important during The Great Resignation, but also in ‘normal’ times. This isn’t just about writing and publishing a policy, you need to walk the talk, too. Of course, you need to be aware of protected characteristics under the Equality Act 2010 and the legal definition of discrimination, but it’s important to focus not just on these legal aspects and understand how to treat everyone as individuals and embrace the differences between us. At a time when some people have re-evaluated what is important to them and some employers are having to try harder to attract new staff, an external reputation as a responsible and inclusive employer will support your employer brand and help you attract candidates who want and need to work in an inclusive workplace which represents the customers it works for.
You might be wondering, ‘what does this actually mean in my business?’ or ‘where do I start?’ This could be training all staff about diversity and inclusion to help them understand their obligations and training managers to lead and supervise in this way. It could be gathering qualitative and quantitative data to measure where you’re at and take steps to make appropriate changes. If you’re thinking your business would benefit from support from the Jackson Hogg HR Partnership, reach out to a member of our team. By partnering with us we can we’ll help you stay up-to-date on all things EDI and help you on your continuing journey.