This factsheet explores what workplace inclusion and diversity means, and how an effective strategy can support an organisation’s business objectives. It looks at the rationale for action and outlines steps organisations can take to implement and manage a successful I&D strategy, from communication and training to addressing workplace behaviour and evaluating progress. 

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• Inclusion and diversity often go hand in hand but are different from one another. This means that organisations need to consider both in their people management practices and strategies. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. An inclusive working environment is one in which everyone feels that they belong without having to conform, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively. Reflect on inclusion practice in your organisation with our inclusion health checker tool.

• Diversity is about recognising difference. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers.

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Differences include visible and non-visible factors, for instance, personal characteristics such as background, culture, personality, work-style, accent, and language. It’s important to recognise that a ‘one-size-fits all’ approach to managing people does not achieve fairness and equality of opportunity for everyone. People have different personal needs, values and beliefs. Good people management practice needs to be consistently fair but also flexible and inclusive to support both individual and business needs.

To read the full factsheet, click here.