Help notes: DIVERSITY EQUALITY & INCLUSION
Do you have a policy (ideas and plans) for diversity, equality and inclusion at your organisation, and could you show that you follow it?
This question is about fostering fairness, respect and belonging for everyone who interacts with your organisation (for example customers, employees or suppliers), whatever their background.
Background can include things like age, sex, race, disability, religion, socioeconomic background, being pregnant, sexual orientation or gender reassignment.
What is a ‘Yes’ for me?
Answering ‘yes’ to this question means that you can show, via a policy, that your organisation is committed to an environment where people from all backgrounds feel respected and valued, and that the approach is used where you work.
For very small organisations, a policy could take the form of a simple statement shared and understood by staff, and available to share with others e.g.:
- “I believe in fostering inclusivity and respect for everyone I work with, regardless of their background or identity.”
- “My business is committed to fairness, equality, and creating a welcoming environment for all.”
You could also make this visible via your website, social media profiles or posts, or physical places like shops.
For larger organisations, the ACAS (Advice, Conciliation and Arbitration Service) website provides templates for EDI policies.
To further show your commitment, you can think about ways organisations can demonstrate DEI in practice (see below).
Does this question apply to me? Is this a regulatory requirement?
This question is for all suppliers with employees. Even smaller organisations can consider whether their environment fosters fairness for employees, customers and other people they work with.
Businesses with employees have legal obligations to prevent discrimination and support fairness in the workplace via the Equality Act 2010. Employers must comply with equal pay legislation and avoid discrimination in benefits, promotion, and other workplace matters.
Producing a policy is not a specific legal requirement but is a way to think about and demonstrate preventing discrimination and promoting fairness.
Demonstrating Diversity Equality and Inclusion in practice
Organisations can consider which measures are relevant to them:
- Understand what DEI is:
- Diversity: Recognise and value different backgrounds, experiences, and perspectives.
- Equality: Ensure everyone has the same opportunities to thrive.
- Inclusion: Create a welcoming environment where everyone feels respected and valued.
- For Customers: Ensure all customers feel welcome and respected, regardless of their background.
- For Suppliers and Partnerships: Consider working with diverse vendors or suppliers to promote inclusivity.
- For Marketing and Communication: Use inclusive language and imagery to resonate with a broad audience.
- For staff recruitment or working with partners:
- Using unbiased language in job ads
- Being open to candidates from diverse backgrounds
- Being educated about unconscious bias and cultural competency
- Offering supportive policies like flexible working options or accommodations for individuals with specific needs.
- For the community: Supporting community initiatives that promote diversity and inclusion
- Taking on board feedback from others on how you can improve inclusivity.
The Higher Level questions on this survey include further topics around supporting Diversity, Equality and Inclusion.
More information about DEI
Equality act 2010: What do I need to know? quick-start guide for businesses who sell goods and services. British Chambers of Commerce; Government Equalities Office