This week (23-29 September) is National Inclusion Week. There are a few reasons that I started to be interested in Diversity, Equity and Inclusion; in life, not just in the workplace.
One of my greatest inspirations is my late grandma, who grew up in west London in the 1930s. As a child, I saw my Grandma every day and she shared snippets here and there of a youth where exclusion and prejudice were commonplace. She went on to be a nurse in the second world war, specialising in plastic surgery - and she would always say that whether soldiers were from Germany, Japan, Poland, France or wherever; she would treat them with the kindness and respect that she hoped British soldiers were receiving in other lands. She worked with Sir Harold Gillies - a Plastic Surgeon who heralded from New Zealand, and he went on post-war to be pioneering in the world of gender reassignment surgery. After a medical injury in the mid 90s, my grandma had reduced mobility and it opened my eyes to how people using wheelchairs and walking frames navigate the world. My grandma was the most non-judgemental and caring person I knew; her motto was 'live and let live'.
Fast-forward to my career in HR, I have worked on many practices which have improved diversity and made the workplace more inclusive for different intersections of people. In today's rapidly evolving business landscape, creating diverse and inclusive workplaces is more important than ever. Not only does it foster a sense of belonging among employees, but it also leads to increased innovation, creativity, and productivity. As businesses strive to attract and retain top talent, prioritising diversity and inclusion can set them apart as employers of choice.
To quote Khalil Greene in his Harvard Business Review article, when talking of the generation Z workforce he states 'if you're still making the business case for diversity, your company isn't the place for us'.
I have examples of introducing partnerships to encourage young people into work - with Superdry and The Prince's Trust; to working with ex offenders in the construction industry; to improving gender balance and encouraging women into STEM (Science, Technology, Engineering and Mathematics) roles within telecoms and manufacturing. Closely linked, I have introduced lots of well-being initiatives such as a programme of Mental Health First Aiders at JDE Peets Coffee with the aim of reducing stigma around mental health.
Building diverse and inclusive workplaces involves more than just hiring a diverse workforce. It requires fostering a culture where every individual feels respected, valued, and heard. Moreover, prioritising the health and well-being of employees is crucial for creating a positive work environment. This can include offering wellness programmes, mental health resources, and flexible work arrangements to support the holistic well-being of employees. By promoting a culture of health and well-being, businesses can improve employee morale, engagement, and retention.
If your company wants support with Diversity, Equity and Inclusion, please get in touch to discuss more.
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