Inclusion. A prevalent topic of today. How do you approach and value these factors as an employer, or employee? Rather than seeing Inclusion as a bullet point to tick off your “should do’s”, why not reap the everlasting rewards of being an inclusive employer?
Inclusion promotes diverse and innovative thinking in the workplace, which thus results in greater success and productivity. In promoting an inclusive and diverse culture, this brings extra knowledge to your team along with alternative, new perspectives.
According to recent surveys, just 53% of businesses actively seek and welcome disabled candidates. And 75% of businesses surveyed say disabled people face barriers when job hunting.
But 2020 is around the corner, and time to start thinking differently. There has been a large shift and it’s time to stop approaching inclusivity half-heartedly. Promoting inclusion in the workplace is undoubtedly fundamental and should be cemented into every organisation.
What is inclusion? Looking at it literally, Inclusion by UK legislation is the requirement covering age, disability, race, religion, gender and sexual orientation among others. But this needs to go beyond setting minimum standards, which a lot of organisations are partial to.
In the current climate we are in, many companies have begun to advertise and showcase “proud to be an inclusive employer”. Inclusion is either integrated into an organisation through strong branding, or it is a bit of a grey area- there’s no in-between. Inclusion needs to become the norm predominately across the board, not a luxury- lets strive to do better.