Staying ahead – How to promote diversity in the workplace

Richard Smith, employment services director, Croner, explains how to ensure your workplace gets the best from its employees through its equal opportunities policy

Diversity has become this decade’s watchword, with 2006’s age discrimination law and this October’s new Commission for Equality and Human Rights bringing discrimination and equality to the forefront of workplace issues.

Under the Equality Act 2006, the new Commission will be responsible for all UK laws prohibiting workplace discrimination, which in practice puts a duty on employers to ensure that employees and potential employees are not subject to discrimination on grounds of sex, marital status, civil partnership status, trans-gender status, pregnancy/maternity, sexual orientation, race, religion or belief, disability and age.

While the breadth of this legislation is wide, it should not be viewed as red tape by employers as it can actually be used as a competitive advantage. Through adopting a best practice approach towards tackling discrimination, employers can enhance the business reputation to attract the best staff, win new clients and customers – and crucially stay on the right side of the law.

Employers are advised to devise and implement an equal opportunities policy, which takes account of the legislation and associated codes of practice.

Such a policy will increase awareness of the need for equality in the workplace and make it clear to all employees what behaviour is expected and the forms of conduct that are acceptable. The policy should also state the benefits of promoting equality and diversity in the workplace.

However, since workplace discrimination is based on employees’ own prejudices it isn’t enough for employers simply to introduce diversity-friendly policies; they must also ensure that their staff are aware of the organisation’s policy.

To communicate the policy effectively, an employer should:

· liaise with all staff on a regular basis so that they are aware of the company’s policies and procedures;

· train managers and staff;

· monitor the effectiveness of the policies;

· deal with complaints effectively and

· seek the commitment of senior managers.

To create a positive diversity culture within the workplace, employers are advised to hold employee workshops or training to discuss how than can make the workplace more diversity-friendly, while ensuring staff buy-in to the company’s discrimination policy.

However, it is also important not to implement the policy rigidly and inflexibly irrespective of individuals’ needs. Employers need to be willing to consider, for example, being flexible as regards holiday dates to allow employees who uphold certain religious festivals to have time off on the relevant dates if at all possible.

While employers may not be able to change individual prejudices, by implementing and communicating flexible equal opportunity policies and procedures, they will not only prohibit costly tribunal cases but will also develop a reputation as a fair, progressive employer.