“Almost half (46 per cent) of employers said diversity was recognised and celebrated in their business, and 38 per cent said their organisation planned to increase investment in diversity initiatives, while 37 per cent said they planned to maintain it.”
According to a recent Workday survey of 2,000 HR professionals shared in People Management magazine.
It’s encouraging that diversity is continuing to make its way up the agendas of businesses. After all, the more companies that get on board, the more supportive and well workplaces there’ll be. But, there’s a catch… Increasing improvements in workplace diversity can leave holes around equity and inclusion.
What does this mean in real terms? The CIPD explains that diversity and inclusion can become so interwoven that businesses treat them as one and the same thing, concluding that, “… whilst diversity and inclusion often go hand in hand, inclusion is fundamentally about individual experience and allowing everyone at work to contribute and feel a part of an organisation.”
They’re right. And, as a result, diversity, equity and inclusion often misses less talked about areas. So, to have a truly inclusive workplace, you need to look in all directions.
3 Important Groups to Acknowledge and Bring on Board
You’re probably used to thinking about longstanding protected characteristics – covering age, disability, gender, race, religion and sexual orientation. But, what about other groups that aren’t in the forefront of your mind because they fall under the radar?
You can genuinely elevate your strategy by giving credence to previously unnoticed groups, for example:
- Addiction – What policies and provisions do you have in place to support functioning and recovering addicts to achieve the best possible outcomes?
- Imposter Syndrome – Do you provide a supportive environment where employees feel comfortable opening up about mental health issues such as Impostor Syndrome? And, how good are you at spotting potential problems, and offering a helping hand to employees with interpersonal and self-confidence issues resulting from Impostor Syndrome?
- Menopause – The British Menopause Society refers to “more than 75% (of women) experiencing menopausal symptoms and a quarter describing their symptoms as severe. A third experience long-term symptoms, which may last as much as seven years or more.” Celebrities including Davina McCall, Lorraine Kelly and Meg Matthews have recently shone a previously non-existent spotlight on the menopause. As a result, thousands of workplaces are openly discussing it and responding to it for the first time. Are you amongst them?
At Stress Matters, we’re delighted to announce the launch of three new workshops in June 2022 around these too often-overlooked elements of ED&I. We’d love to hear from you if you’re interested in any of these courses on a standalone basis, or if you need support to embark on your ED&I journey.
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