When you take a moment to consider that the Equal Pay Act is 50 years old this year and that a gender pay gap still exists, it’s staggering. Equally staggering is a statistic in the CIPD ‘Building Inclusive Workplaces’ report that at the current rate of progress the target for BAME board representation won’t be reached until 2066. Despite legislation based around protecting equality and encouraging diversity, it appears that unconscious (and in some cases conscious) bias exists in many UK workplaces. In a UK Working Lives survey, 22% of respondents stated that they felt that other members of their work teams would judge others for being different.  

As an HR Consultancy, Dakota Blue has always argued that one of the keys to building a successful and forward-thinking workforce is to embrace diversity and difference. The fact that no two people are the same, that we all have different backgrounds and experiences, and that we all think differently is something that many highly successful companies have embraced. So, what can businesses do to improve diversification in their workplaces and reduce the staggering statistics? 

Make anything you do a concerted and meaningful action 

Improving diversification in the workplace is more than just ticking a box and moving on, it has to be an intentional action with a commitment to change. This means creating an inclusive workplace where everyone feels safe and happy to participate. Inclusion and diversity represent the concept that we should all be moving away from a situation where 34% of LGBTQ+ employees still choose not to disclose their sexuality at work.  

Promoting inclusivity means genuinely valuing difference and having the policies and procedures in place to ensure that anyone who doesn’t feel included knows that their voice will be listened to.  

Unconscious biases are unintentional stereotypes that can be deeply ingrained and can influence behaviour. By their very nature, a person won’t recognise that they hold unconscious biases but will make decisions based on them. An example could be always asking a female member of staff to make the drinks or hiring someone because they come from a similar background or have similar interests. A study in the USA even discovered that name bias exists, with traditionally White names receiving 30% more interview call backs than African-American names. 

Unconscious Bias Training is designed to break habits and to encourage understanding of the implications of such biases. When implemented across an organisation it can help improve decision making from recruitment all the way through to marketing. 

Design a more inclusive environment 

An inclusive working environment begins at the top with senior leaders acting as role models. This means not only ensuring that all leaders have undergone Unconscious Bias Training, but that they are also prepared to manage a diverse workforce. It should also mean that employees at all levels should feel that they are able to feedback on any policies or initiatives that relate to diversity. After all, if one person is sitting wondering “what about me?” something has been overlooked.  

Create effective communication channels 

One of the best ways to overcome feelings of exclusion is to ensure that staff members can communicate effectively with their line managers. Additionally, ensuring that the language used within any communications is designed to reduce misunderstandings can help foster a feeling of belonging and togetherness. 

Revisit job descriptions  

At this point it’s also good practice to revisit job descriptions to ensure that they promote equal opportunities. Do particular roles really need a specific number of years work experience or a university degree? Women are less likely to apply for roles if they haven’t met 100% of the ‘must haves’ listed, whilst men are more likely to apply when they only meet 60%. You could also consider removing gendered language or language that may deter older or younger applicants.  

Genuinely value difference 

Encouraging inclusivity and diversity is a learning curve, which begins with an understanding that racism, sexism, homophobia, ableism, and all other prejudices aren’t accepted in the workplace. Once this has been firmly entrenched, it’s then possible to value each person’s uniqueness and difference. Allowing staff members to feel like they belong rather than feeling like they have to conform, can create a happier workforce, with reduced absenteeism, lower staff turnover, and improved productivity. After all, when you feel respected and appreciated you’re far more likely to want to give more.