10 steps to a more inclusive workplace
The Guidance and Ethics offers insight to foster inclusivity in your firm.
Guidance and Ethics 04/12/2020- Diversity v inclusivity. The first step is taking a look at the terms ‘diversity’ and ‘inclusivity’.
Diversity means understanding that each person is unique and recognising our individual differences. Diversity in the workplace means having a wide range of individuals that come from various racial, ethnic, socio-economic and cultural backgrounds and have different opinions, lifestyles, skills, experience and interests. Everyone is different and has a different opinion and experience that makes them unique. Diversity of opinion is critical to success in the workplace. Workplace diversity is not solely about hiring an array of different individuals, it is also about making those individuals feel included and equal. It is about equality of opportunity, fairness, and appreciation for the ways in which differences make us stronger and smarter.
‘Inclusion’ means creating an environment where employees are appreciated and made feel included. An inclusive workplace is one that values employee’s differences and makes each person feel respected and accepted. This type of workplace celebrates diversity by promoting a culture of trust and respect among employees, clients, and our community. This workplace also makes sure each individual has equal opportunities afforded to them and that the decision-making has been fair and transparent.
Diversity and inclusivity are essential for the day-to-day running of a firm – not only are they an important factor in the wellbeing of the employees, but they also provide a huge range of benefits for the firm. These benefits include increased productivity among employees, faster problem solving, more reasoned decision-making, higher employee morale, and reduced employee turnover. - Evaluate. The second step is to take a look at how inclusive the firm is. This is done by carrying out a comprehensive evaluation of the firm and examining the firm’s data in relation to recruitment, gender pay gaps, age, headcount, training and development. The length of service and progression within the firm must also be considered. Surveys can be carried out anonymously with the employees to find out what the key concerns are within the firm in relation to the firm’s inclusivity. These surveys will help establish any barriers the firm has and will encourage openness among the employees. From these evaluations, a strategy can be developed on how to make the firm a more inclusive workplace, where necessary.
- Feedback. Feedback from these evaluations is a very important step and must be taken seriously. It should be effective and transparent. The best way to incorporate more inclusivity in your firm is to identify employees’ needs and preferences. This is achieved most effectively through the use of surveys, evaluations, and consistent feedback. The feedback will also lead to a better understanding of the employee, improved decision-making throughout the firm, and increased employee satisfaction levels. Feedback highlights any room for improvement within the firm.
- Adopt policies. The next step is to ensure all of the firm’s policies are up to date and that all employees are aware and educated on each of the policies. Prevention strategies must be implemented in order to build empathy, respect, and resilience within the firm. The firm should at all times act in accordance with its obligations under equality and disability legislation and educate all employees in this regard. An effective inclusion policy not only focuses on compliance with Irish legislation, but also adds value to the firm by contributing to employee engagement and wellbeing. Inclusion must be embedded into the policies, practices, and the overall culture of the firm.
- Integrate inclusivity into your firm’s core values. The fifth step in creating a more inclusive workplace is to recognise and value the differences in the people the firm represents and employs. The firm should reflect the values and characteristics of the community in which it works. The firm should commit to promoting gender equality, diversity, and inclusion for the benefit of all solicitors, trainees, clients, and members of the public by pledging the firms name to the Law Society’s Gender Equality, Diversity and Inclusion Charter – the GEDI Charter.
By signing the charter, the firm is publicly committing to taking the necessary steps to promote gender equality, diversity, and inclusion in the workplace. The Law Society states that “the signatories to this charter will treat all individuals and groups of individuals fairly and equally and no less favourably, specific to their needs, in areas of gender, civil status, family status, sexual orientation, religion, age, race, class, disability or membership of the Traveller Community”. The firm should strive to create a culture of mutual respect, equal opportunities, and inclusion. Inclusivity can be integrated into the firm’s core values by developing and encouraging initiatives that contribute to the local community and wider society, such as sponsorship programmes. These initiatives can help to remove bias and recognise talent within the community. - Educate. Step six involves educating the employees about inclusion in the workplace and on how to understand and support all employees to encourage an inclusive culture in your firm. Employees can be educated through the use of cultural training and diversity workshops that the firm can arrange. As mentioned earlier, developing a strategy prevention programme can help negate conflict before it arises. It is important to organise training and information sessions with facilitators who have lived experiences, as they will be highly knowledgeable on how to support vulnerable communities.
- Commit to change. Committing to change involves appointing a champion or ally who is responsible for instilling a diverse and inclusive workplace culture. An ally is someone who is not a part of a vulnerable or underrepresented community, but will take action to create a safe and welcoming workspace to support that community and advocate on their behalf. This designated person should create a team environment where all employees can speak up, be heard, and feel welcome within the workplace. To ensure employees from all groups are heard, an ally can invite members of the underrepresented groups to write for the firm’s newsletters, speak at staff meetings, or take on other high-visibility roles.
- Communication. Step eight of creating a more inclusive workplace is communication. It is important to communicate your expectations to your employees and colleagues. Try to adopt an open-door communication channel for inclusion concerns. Not everyone may be comfortable in speaking up against ongoing discrimination, so try make your office an environment free from unconscious bias and discrimination. Foster a culture where every voice is welcome, heard, and respected. Welcome diverse thinking within your firm. Different people from different backgrounds and generations have sometimes very different perspectives on all sorts of issues. Diverse thinking can lead to more rounded and reasoned legal advice.
- Celebrate differences to make everyone feel included. One way to show employees, clients, and the community that the firm respects diversity and inclusion is to show that your firm celebrates difference. This can be achieved by recognising and acknowledging days and events that are of significance to other communities, such as Pride Month. This will foster a feeling of belonging and raise employee morale throughout the firm. Celebrate regardless of differences.
- Reflect everyone’s needs and preferences at everyday functions. The final step in creating a more inclusive workplace is to reflect everyone’s preferences and needs when organising work functions and events. This can be achieved by including food and beverages that everyone can eat and drink. This shows that your firm respects the dignity and desires of the employees. It is important to remember that not everyone celebrates birthdays or events, so it is essential to ask in advance what each employee prefers. Make sure all the employees know that the events are optional, as some may not feel comfortable attending. These are some simple ways to ensure events and work functions are as inclusive as possible. Show respect towards everyone, regardless of differences.
