There is much publicity, discussion and debate on the new hate crime law which came into effect in April 2024 and raises the temperature and focus on diversity and inclusion in our society and within our workplaces.  This blog does not seek to add to the political debate, but it does raise some questions about what employers might need to think about.

EDI Starters.

What are the views of your employees about EDI in your workplace?  Do you know?  Have you asked?  You might think that you know but is that just your perception.  You could raise at a leadership or management meeting and check with your senior colleagues.  You could include some questions with your staff engagement survey and test the temperature, find out if there are issues or any particular concerns.

There are some really good short videos for example that little voice which are thought provoking and can be used in groups to stimulate conversation.  It demonstrates that you are prepared to talk about this, that is acceptable to speak up and if supported by an invitation for anyone to speak privately with you or another person in the business, you might start learning and finding out what is really happening.  Once you know you can then start to manage and deal with issues, or promote positive behaviours.

Helping your Managers

Do you encourage your managers to have open and meaningful conversations with their teams and individuals?  Have you trained them to have authentic conversations which would give them structure, skill and confidence to give and receive constructive feedback rather than bland, non-specific praise or criticism that makes no difference and in some cases can be harmful.

Steps you can take today.

Hate hurts and I hope should have no place in our society, in our lives and in our workplaces.  The government has the responsibility of legislating for the nation.  Employers have the responsibility for creating work cultures and spaces that are inclusive, free of discrimination, harassment and bullying and encourage equality and diversity.  There are steps we can take to make that happen.  Here are 10 suggested actions you could take.

  1. Be an advocate of Equality Diversity and Inclusion
  2. Be a good role model and set high personal standards.
  3. Have appropriate policies that are accessible to all.
  4. Train your managers to have meaningful discussions and feedback sessions.
  5. Include in your leadership team meetings – how are we measuring and performing within EDI?
  6. Talk about it at staff meetings, run short EDI workshops or hold a lunch and learn session.
  7. Engage with a local charity that has a EDI perspective and encourage volunteering
  8. Encourage feedback to you or another responsible person.
  9. Invite an interesting speaker to share good practice.
  10. Have an EDI awareness month with events, speakers, competitions and sharing experiences across the business.

Any Questions?

Hate hurts.  Let it not be hurting you, your employees or your business.  If you would like to speak to one of our team BOOK A CALL by clicking here.