There may be specific issues or barriers that staff with protected characteristics can face which could impact retention. Promoting diversity and inclusion in the workplace can help everyone feel valued for their unique contributions.
Taking steps to become more inclusive may mean addressing outdated policies and committing to real support for diversity and inclusion.
Communication issues can be somewhat common in diverse teams, and for a variety of reasons. There may be language barriers, different communication styles or preferences, or people with hearing loss on your team.
Misunderstandings can also be common when you bring people from different cultures together. As you diversify your team, it’s possible you could see more biases, discrimination, and harassment and, therefore, it’s crucial that you take proactive steps to address this.
- Ensure that there are clear organisational policies and mechanisms to deal with complaints, including bullying, harassment and discrimination that all staff are made aware of when they join the organisation.
- Ensure that all staff are aware of their employment rights upon being onboarding and know where to find this information.
- Seek to collect workforce data on equalities from all staff to improve the organisation’s understanding of racism and discrimination, which can help you to address any issues.
- Consider appointing equality/diversity champions across the organisation. The NHS are doing this at some Trusts: Diversity Champions - Kingston Hospital
- Pro-actively engage with relevant staff networks to ensure their voice is heard in decision-making processes.
- Consider how recruitment and promotion practices can increase diversity and underrepresented groups at senior level, such as ensuring panel boards better reflect the diversity of local communities.
Local Government Association’s Equality, diversity and inclusion in the workforce
Supporting a diverse workforce
Local Government Association’s Diverse by Design
The UK Government’s Equalities Guide