Introduction
The UK is diverse, with people from all backgrounds, cultures and religions. There are an estimated 30.3 million employees in the UK (Office for National Statistics), and each person will have various characteristics, personalities, perspectives, skills and experiences. Therefore, equality, diversity and inclusion (EDI) are more significant than ever in today’s workplace.
EDI aims to create a workplace where employees feel safe, respected, valued and a sense of belonging. Not only is it moral and ethical for businesses to have an effective strategy for EDI, but there are legal frameworks to ensure employees, regardless of their backgrounds and characteristics, have the same opportunities and are protected in the workplace. There is also a good business case, as it can improve performance, productivity, staff retention and overall employee well-being.
There is still a long way to go regarding tackling inequalities in UK workplaces. According to a 2022 inclusion and diversity survey conducted by CIPD (in partnership with Reed), only 30% of employers say leaders in their organisation are completely committed to having a diverse workforce, and just 36% said that senior leaders are completely committed to having an inclusive workplace.
This blog aims to enhance understanding of equality, diversity and inclusion in the workplace and the benefits for businesses, employees and society. It will also cover the challenges and barriers to achieving EDI in the workplace and provide some strategies businesses can adopt.
Understanding Equality, Diversity and Inclusion
Equality, diversity and inclusion are terms often used interchangeably, but there are differences. Businesses must understand how they differ to ensure they implement them effectively.
Equality
Equality in the workplace ensures employees and job applicants are treated fairly, with dignity and respect and have the same opportunities. It is enshrined in law under the Equality Act 2010, which protects people from discrimination, such as direct, indirect, harassment and victimisation. It makes it unlawful to discriminate against an individual or group because of the following nine protected characteristics:
- Age.
- Disability.
- Gender reassignment.
- Marriage and civil partnership.
- Pregnancy and maternity.
- Race.
- Religion or belief.
- Sex.
- Sexual orientation.
The Human Rights Act 1998 also applies to equality. It outlines basic human rights, including equal opportunities, fairness, dignity, respect, autonomy and freedom from discrimination.
Equity is often mistaken for equality, but there are differences. Equality is about providing equal opportunities and treating everyone in the same way, i.e. providing the same resources to all. Equity is identifying and understanding individuals’ specific needs and abilities and treating them differently to achieve equality, e.g. tailoring support and resources to meet their needs so they can have equal opportunities.
When businesses achieve equality, employees and job applicants are treated fairly and have the same opportunities regardless of their background or characteristics. It fosters a positive work environment where staff can do their jobs effectively and help make the business successful.
Diversity
Diversity in the workplace refers to the varying characteristics of the workforce. It is about recognising, respecting, valuing and celebrating the differences that make individuals unique. There are different aspects of a person’s character and their traits that make them unique, for example (this list is not exhaustive):
- Age.
- Religion.
- Appearance.
- Disability.
- Sexual orientation.
- Race.
- Beliefs.
- Political affiliations.
- Experiences.
- Values.
- Culture.
- Health.
- Marital status.
- Gender.
- Hobbies.
- Education.
- Diet.
- Background.
Diversity is also closely related to tolerance. In a diverse workplace, everyone is tolerant and respectful of others despite the differences between individuals. It leads to a harmonious environment where people are treated and accepted as equally valued members of the workforce.
When businesses embrace and celebrate diversity within their organisations, employees feel valued for who they are and are more likely to contribute their best.
Inclusion
Inclusion in the workplace means a culture where difference is valued, employees feel a sense of belonging and are treated with dignity and respect. They can be who they are without feeling like they have to change and feel safe to express their ideas and make suggestions. They are also actively encouraged by management to raise any issues and have the opportunity to participate if they want to.
When a workplace is inclusive, it can:
- Help reduce the risk of bullying, harassment and discrimination.
- Make employees and others feel included.
- Demonstrate to employees that employers are interested in their ideas and perspectives.
- Enable employees to contribute their unique perspectives.
In summary, the differences between equality, diversity, and inclusion are:
- Equality – all employees and job applicants can access the same opportunities.
- Diversity – the differences between those in the workplace are valued, respected and even embraced.
- Inclusion – making people feel welcome and safe in their working environment.
