The Benefits of Equality, Diversity and Inclusion

 







When businesses promote equality, embrace diversity and celebrate inclusion, it can have many advantages. According to the Advisory, Conciliation and Arbitration Service (Acas), it can help:

 	
Make it more successful.
 	
Keep employees happy and motivated.
 	
Prevent serious or legal issues such as bullying, harassment and discrimination.
 	
To better serve a diverse range of customers.
 	
Improve ideas and problem-solving.
 	
Attract and keep good staff.

There are also other benefits, such as:

 	
It fosters innovation, creativity, and problem-solving – employing employees from various backgrounds with different experiences, skills, qualifications, and characteristics can bring new ideas to the table, as they will have unique perspectives. It can lead to better decision-making and enhance innovative ideas and solutions.
 	
It contributes to employee satisfaction, retention, and productivity – if employees feel valued and a sense of belonging and businesses celebrate their uniqueness, it can boost morale and lead to increased satisfaction and fewer complaints. Happier employees will likely be more engaged, motivated and productive, have better-working relationships and want to stay in a company where they feel safe. Keeping good employees is vital, as it saves money on recruitment and training.
 	
It adds new skills and experience – job applicants and employees will be from different geographical areas and have various qualifications, experiences and skills. It widens the talent pool for businesses so they can employ and retain the best possible staff that meets the ethos and values of their company.
 	
It improves a company’s reputation – when businesses embrace and celebrate equality, diversity and inclusion, it demonstrates to internal and external stakeholders that they are going above and beyond legal compliance and are socially responsible. It can enhance a company’s reputation, increase business and attract a diverse talent pool, increasing the chances of hiring better staff.
 	
It ensures legal compliance – employers have legal duties under the Equality Act 2010 to treat employees and job applicants fairly and not discriminate against them. Therefore, it prevents potential legal action arising from discrimination, including bullying and harassment. They also have a moral obligation, as treating everyone with respect and dignity is the right thing to do.

Employees who feel included and happy in their workplace should have better physical and mental health and well-being. It will also have positive impacts on businesses, communities and society.

















Challenges and Barriers
Achieving equality, diversity and inclusion (EDI)  within an organisation is no easy feat, and businesses can face various challenges and barriers. Even though the modern workplace has made significant steps to promote EDI, there is still a way to go. Inequality, biases and prejudice still exist, which can result in discrimination and negatively impact employees, job applicants, the wider workforce and the company.

Some of the common challenges and barriers to achieving EDI in the workplace include:

 	
Poor recruitment practices – how an organisation comes across to potential candidates is vital to ensure that diverse job applicants feel that it aligns with their values. If a company does not demonstrate its commitment to EDI in their recruitment processes and literature, people from under-represented backgrounds are unlikely to apply.
 	
Systemic issues – if leadership does not champion EDI and set a good example to employees, or there are systemic issues that permeate throughout the organisation, it can undermine efforts. Systemic issues occur when businesses operate in ways that discriminate against employees from certain backgrounds or with specific characteristics.
 	
Lack of diversity – if there is a lack of diversity within the organisation at all levels, but especially at the senior management level, it can send a message that there are limited opportunities for under-represented groups. Employees are unlikely to want to apply for jobs or stay in a company where they feel they cannot progress.
 	
Unconscious bias – this is where people automatically judge, discriminate or stereotype others based on their characteristics, and it is tricky to identify and manage. These attitudes and stereotypes are usually ingrained and based on incorrect or unreasonable beliefs and views. It can lead to certain groups feeling excluded and undervalued.
 	
Cultural barriers – can include cultural differences and language barriers, which can mean that individual needs conflict, leading to some employees feeling frustrated and isolated. It can affect teamwork and communication, limit opportunities for growth and impact EDI initiatives.
 	
Lack of training – some employees, including managers, lack knowledge regarding EDI, making it difficult to implement policies and procedures. If employees do not understand EDI, why it is needed, the benefits and their role in its implementation, any initiative is unlikely to be successful.
 	
Poor staff engagement – if staff do not feel included, valued and respected, it makes them feel disconnected and results in low employee morale. If employees are disengaged, it can affect their performance, overall productivity and engagement in EDI efforts.
 	
Inappropriate behaviour – if there is discrimination or bias in the workplace, it can make employees feel that they do not belong, reducing morale and affecting their well-being. They are unlikely to want to remain at a company where they do not feel a sense of belonging, and it could also result in legal action against the business or other staff if they are victims of discrimination.
 	
Inadequate policies and practices – if there is not a suitable EDI framework that managers and employees can follow, it is unlikely policies and practices will be effectively implemented, making achieving EDI goals difficult.

Achieving EDI within an organisation is only part of the journey. Businesses can overcome these challenges and barriers by realising it requires an ongoing commitment by everyone in the company. They must continuously monitor their practices, adapt to changes, and create an inclusive working environment where everyone feels welcome, respected and valued.