In June 2023, the Inclusion at Work Panel (the Panel) was established to identify measures that would bolster equity, inclusivity and diversity in the workplace. Its objectives included advocating effectively for exemplary practices and designing a novel “Inclusion Confident Scheme” to align with existing benchmarks such as the Disability Confident Scheme for employers. The Panel’s first report was published on 20 March 2024. In this blog, we consider the key findings of this report and the Panel’s recommendations for the government going forward.
Engagement insights
The Panel met with a range of people representing a cross-section of organisations. Participants agreed that Diversity and Inclusion (D&I) presents a multifaceted and often delicate issue within the workplace. While some attendees provided instances of what effective D&I practices could resemble, tangible results were limited.
The Panel’s 2024 report recognises that employers generally want to “do the right thing” but often put up barriers including:
- the size of the organisation and resources available;
- lack of time to test new ideas or have “good faith” discussions with staff;
- little or no data;
- lack of confidence; and
- fear of saying and doing “the wrong thing”.
There was a unanimous view that enhanced and more robust data would strengthen D&I strategies and actions. Both quantitative and qualitative insights from the experience of others were said to be valuable. The distinct capacities and requirements of large companies versus small and medium-sized enterprises were also highlighted.
Recommendations
In the face of these difficulties, the Panel made three key recommendations to the government:
- the government should endorse a new framework which lays out criteria employers might apply to their D&I practice, for effectiveness and value for money;
- the government should fund, and work with, a research partner to develop a digital tool which will allow leaders and managers, in every sector, to assess the rigour, efficacy and value for money of a range of D&I practices. The suggestion is that this would assist in enhancing confidence in inclusion schemes; and
- the Equality and Human Rights Commission should clarify the legal status for employers in relation to D&I practice, with particular focus on the implications of recent rulings for HR policies and staff networks.
Regarding the first recommendation, the Panel proposed that the new framework be based on six guiding principles:
- “heterogeneous” – or meaningfully diverse – workplaces are desirable and beneficial;
- visible diversity alone does not automatically make an organisation meaningfully diverse or inclusive;
- D&I (and equality) decisions are rarely impartial. Concerted efforts should be made to mitigate the impact of ideological biases;
- evidence on the impact of D&I is mixed and often inconclusive. Initiatives grounded in robust evidence should take primacy and employers should be open to learning and change;
- positive, not just negative, stories on D&I in the workplace should be widely recognised and effective practice should be shared; and
- D&I activities should be cost-effective. Employers have a responsibility to use money dedicated to D&I in a way that demonstrably achieves intended outcomes.
The Panel also examined the practicality of implementing an “Inclusion Confident Scheme” but ultimately determined that another accreditation or compliance programme was not needed. They cited the wide-ranging definition of “inclusion” as an obstacle in creating a scheme that would be both precise and beneficial.
Final thoughts
The report from the Panel could signify a pivotal moment for D&I in the UK. It urges a unified action from companies, policymakers and key players to reshape how inclusivity is viewed and implemented in the workplace. The report advocates a shift towards a more analytical and data-driven approach to D&I, aiming to cultivate work environments that mirror our society’s diverse nature. Going forward, it will be important for employers to take the Panel’s insights into account to help pave the way for a more inclusive and dynamic workplace for everyone.
