People spend most of their time at work so its pertinent for them to feel welcomed, respected and appreciated.
Inclusion goes beyond recruitment. It should be embedded in induction, training, strategy, culture and working conditions. If you are a small organisation with limited financial capacity that might seem like a lot to consider, however if you have it in mind from the outset you can genuinely shape the type of organisation you want to be. Being inclusive and equitable is a key indicator of sustainability which should give all organisations in this reason the motivation to do this.
Inclusive working conditions include:
- Fair payment: Living Wage should be the absolute minimum. If you are concerned that funders won’t fund higher salaries, you can challenge them to shift the narrative. If they want to support fair, equitable and sustainable organisations the compensation of staff is central to that.
- Flexible working: this can include remote or hybrid working, flexible or compressed hours, time off for caring and other responsibilities. Organisations that offer more flexibility attract more women and disabled people.
- Calendar, meeting and technology etiquette. Is it inclusive and supportive of everyone?
- Reasonable adjustments for people with disabilities and long-term health conditions.
- Staff networks e.g. staff of colour, LGBTQ+ staff group.
Finding out from staff what conditions and practices they would like to see in policies can be a really positive step. This enables senior management to understand the challenges and priorities of the workforce that may differ from their own.
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