With Rishi Sunak becoming Britain’s first British-Asian Prime Minister, it’s timely to reflect on the words of an earlier resident of Downing Street, Winston Churchill. “Diversity is the one true thing we all have in common. Celebrate it every day”. We are all different, and rather than seeing difference as a barrier we need to truly recognise the value it brings to our lives, our families and our workplaces.
For all the progress that’s been made and the powerful business case for diverse and inclusive workplaces, there are still too many groups who remain marginalised and feel unable to be their true selves, especially at work. This has to change and it’s the message behind this article. We look at the progress towards more inclusive workplaces and suggest ways that employers can take positive action.
The Equality Act
To understand where we are now, it’s helpful to take a step back and assess the legislation that forms the foundation of what is, after all, the right thing to do. While there were earlier separate Acts covering disability and sex discrimination, The Equality Act of 2010 made it illegal to discriminate against anyone, anywhere in the UK on the basis of their specific protected characteristics, including areas of race, gender, disability, religion or belief, sexual orientation and age. It replaced previous anti-discrimination laws with a single act, making the law easier to understand and strengthening protection. Diversity encompasses many types of difference between individuals. It is illegal to discriminate against people because of their difference in any aspect of their social, familial, personal and working life.
The business and wellbeing benefits
We have also come to recognise that diversity and inclusion is more important than being merely the right thing to do. The moral imperative and legal requirement has particular benefits in the world of work for the business performance of organisations. Deloitte’s Global Human Capital Trends 2020 research found that diversity and inclusion in the workplace creates more employee engagement and better performance:
- 74% of millennials believe their organisation is more innovative when it has a culture of inclusion
- 79% of organisations say fostering a sense of belonging in the workplace is very important for their success
- 67% of job seekers said a diverse workforce is important when considering job offers
- Over 86% of job seekers say workplace diversity is an important factor when looking for a job
Workplaces that are inclusive also foster enhanced employee wellbeing. Do Something Different research from the University of Hertfordshire found that positive attitudes towards diversity and steps towards inclusion have a demonstrable impact on our own physical and mental wellbeing. They found that wellbeing and openness to change are linked with diversity and inclusion and inclusiveness behaviours. The more inclusive a person is, the better their mental wellbeing, the more resilient they are to change and the happier they feel.
Marginalised and excluded groups
However, there are still far too many examples of attitudes and behaviours towards people who are ‘different’ being discriminatory and at times aggressive. Stonewall’s Work Report 2018 based on YouGov research with 3,213 LGBT employees found that:
- More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination
- One in ten black, Asian and minority ethnic LGBT employees (10%) had been physically attacked by customers or colleagues in the last year
- Nearly two in five bi-sexual people (38%) aren’t out to anyone at work for fear at the possible response.
These examples have a significant impact on the physical and mental wellbeing of people and lead to feelings of being marginalised or excluded simply because of those ‘protected characteristics’ described in the Equality Act of twelve years ago. We also know that people in LGBT communities are more likely to experience mental health issues than other groups and may be less willing to seek professional help. It is hard to understand why there are still people who struggle with accepting difference in this respect after all this time and all the campaigns.
Workplace discrimination persists
Our progress in terms of tackling racial discrimination and stigma might be felt to be greater. We have been aware of it for even longer, uncomfortable with our attitudes and behaviours and in some cases far more prepared to speak out or stand strong against racism in our society, in sport, in our workplaces. But racism in all walks of life, both conscious and unconscious bias, continues to persist.
According to the CIPD’s CEO, Peter Cheese, in their report ‘Tackling Racism in the Workplace’ “racism has no place in our society and no place in our workplaces and to root out racism, employers need to critically appraise their organisational culture from top to bottom and address racism at a systemic level by looking at where it is embedded in their own organisations.” And yet this year we have seen two striking reports in cricket, for Yorkshire CC and for Scotland , which indicated persistent and widespread discrimination based on colour and ethnicity. This ranged for what is all-too-frequently termed ‘banter’ in the dressing-rooms, to blocked promotion or first-team selection and clearly impacted on employment prospects, general wellbeing and mental health.
As recently as 2017, an independent review for government led by Baroness McGregor-Smith indicated ongoing widespread discrimination in the workplace despite all the legislation and the high-profile campaigns. The review concluded with something of a clarion call for demonstrable change. “The time for talking is over. Now is the time to act.“
According to 2019 data from Business in the Community, for example, only 1.5% of leadership positions in the UK public and private sector are held by black people. And beyond progression, bullying and harassment remains endemic. Data from the TUC has found 31% of BME workers have experienced bullying and harassment at work, while one in five BME workers say they have received unfair treatment at work because of their ethnicity. Movements like ‘Black Lives Matter’ have been necessary because of overt hostility and aggression towards people based on the colour of their skin or their ethnicity. We have continued to need high profile campaigns as there are still those who are discriminatory and excluding.
Changing attitudes and behaviours at work
Workplaces have in many instances led the way in changing attitudes and behaviours. Policies on recruitment and promotion, action against those found to be discriminatory in their workplace behaviour has been firmer. But there is still a significant undercurrent in our society at large, within workplace organisations and in our own individual attitudes and behaviours which continues to struggle with equality, diversity and inclusion. It should no longer be an issue: yet for far too many people it remains a cruel and constant reminder of the destructive and debilitating impact of prejudice and exclusion.
The workplace is a good place to focus our attention and take positive action. The will is there, in many cases, and the business performance benefits are clear. Good policies on diversity, equality and inclusion not only promote wellbeing but help to attract, engage, and retain a vibrant and talented workforce. It serves the interests of businesses as well as demonstrates their commitment. But the danger is of becoming overwhelmed with it all, especially at a time when so many businesses face so many conflicting demands on their time and their money.
Tips for organisations
We encourage businesses to focus on four low-cost but high impact actions:
- Celebrate your successes as an organisation. Look at what you have achieved in terms of diversity, equality, and inclusion. Identify those people throughout your organisation who both formally and more potently informally have made such a difference. Acknowledge them, celebrate your achievements. Take a bow. It is by recognising the positives that we can have strength to push forward even further.
- Gather up to date information. Open your eyes to what really happens in your organisation, now. Conduct a deep audit, not a survey, and look beyond the surface.
- Assess honestly where you are in terms of inclusion and make this clear to everyone. Away from the rhetoric and occasional activities and, against all the protected characteristics of the Equality Act, map out what you have really achieved.
- Take two bold steps forward. Take two areas where your progress on diversity and inclusion is weak. Don’t attempt to do everything at once. Just take those two steps. From the top down, and change begins at the top but must never simply stop there, ensure that everyone in your organisation is aware of these two areas and is tasked with contributing to achieving positive results. Set out clearly what changes you expect to see, be clear on a timescale which is realistic but demanding, broadcast your intentions loud and clear and review frequently.
In conclusion
Workplaces are places for social change and employers who engage with these social issues and are committed to improving quality, diversity and equality will help us all make huge strides in reducing discrimination, stigma and to creating environments that people want to be part of. At a time when individuals have a greater choice of where they work and who they work for, treating people with dignity and civility are key to attracting and retaining talent and creating conditions where everyone, irrespective of race, creed, gender, age, or sexuality can flourish.
“Whatever affects one directly, affects us all indirectly” Martin Luther King, Jr
