Employment law is being updated to better reflect the modern workplace. It is now widely recognised that when all employees are treated with respect and fairness, the employer reaps the rewards of higher productivity. Good work practices also attract and retain diverse talents that fill skill gaps and give an organisation a competitive edge.
Building a Diverse Workforce
The modern workplace requires a fresh perspective. Traditionally, successful hires were based on educational achievements, gift of the gab, industry experience and the ability to accept a full-time contract. It is now recognised that this approach is biased. That’s because it is a barrier to a significant percentage of talented individuals who don’t fit the mould.
By thinking broadly, offering flexible working opportunities and using assessment tools to eliminate unconscious bias, we can find the best people for the job based on skills and potential. A shake-up of job descriptions and a greater focus on capabilities have resulted in many organisations building a diverse workforce. However, recruiting a broader range of talent is just the start.
Psychologically Safe Workplace Culture
It is equally important to foster a workplace culture that values every individual based on their contribution to team success. In addition, we need to ensure everyone is protected from discrimination and harassment. Achieving this is reliant on a Diversity, Equality and Inclusion (DEI) strategy, staff training and providing individuals with the resources they need to do their job.
I believe that there is incredible value in opportunities to help everyone understand and appreciate the diversity of the workforce and how this benefits the business as a whole. Part of my training offer is raising awareness of neurodiversity in the workplace. In addition, you might work towards being a Disability Confident Employer or proactively discover more about the cultures represented in your team.
When employees feel accepted, it can transform team dynamics and help everyone to realise their potential. A psychologically safe workplace culture ensures everyone feels they belong. And, that sense of being part of a team lowers staff turnover. What’s more, greater diversity makes customers feel welcome and accepted and that boosts market share and profits!
Avoiding Tribunal Cases
Cases of employee discrimination do end up in court, with both employees and employers being held responsible for acts of discrimination. Unfortunately, this disrupts operations, impacts colleague morale, can damage the reputation of the business and be costly.
Cases of disability discrimination, including neurodiversity, were up 30% in 2023* compared to the previous year. A significant number cite unfair assessments of performance**. So, how do you prevent your business from being viewed as an unfair employer in the eyes of the law?
Here are my 5 tips for preventing workplace discrimination:
- Get familiar with the Equalities Act and how it relates to your business.
- Create Equal Opportunities & Anti-Harassment Policies that clearly communicate the company values and expected behaviours. The policies should outline established processes for non-biased performance assessments along with requesting & implementing reasonable adjustments. They should also outline the reporting and investigating process if employees feel unfairly discriminated against. These policies should be concise, accessible, easy to understand and regularly reviewed.
- Proactively promote the talents and achievements of all team members to communicate their value.
- Train managers to equip them to confidently and appropriately oversee and support diverse employees. This includes how to have uncomfortable conversations to address issues without being accused of discrimination. Equally, outline the importance of reasonable adjustments and minimising unconscious bias.
- Accept that a formal diagnosis is not necessary for adjustments to be put in place. You don’t need to prove you have dyslexia to use a screen reader any more than evidencing pain to get a keyboard wrist support. If someone identifies a need that will aid their performance, see it as an asset.
If budget is an issue, my online courses will help – particularly those focused on preventing sexual harassment and discrimination and neurodiversity awareness – email me to discuss your needs!
You might also be interested in the CIPD’s guide on Neuro-inclusion at Work.
Breaking Down Barriers to Employment
It was once considered inappropriate for women to enter the workforce. However, given the chance, we proved capable of achieving in every industry. Meanwhile, other groups remain underrepresented and we need to change our thinking to give them better opportunities.
Let’s view people based on abilities and be open to different ways of working to break down the barriers to employment. This is important for individual and business success.
As a trainer experienced in the delivery of Neurodiversity in the Workplace programmes, I can upskill your managers and team. Get in touch to find out more about building awareness, reasonable adjustments and avoiding discrimination.
Email info@suegarner.co.uk or call me on 07775 624724 to start the conversation.
*https://www.hrmagazine.co.uk/content/news/acas-sees-surge-in-disability-discrimination-claims/
**https://www.business-reporter.co.uk/human-resources/neurodiversity-and-increasing-risk-of-tribunals