Diversity and Inclusion
At The KC Group, we live and breathe Diversity and Inclusion recruitment. Not only does diversity and inclusion policy run through the very core of our own business, but we also support our clients, ensuring that all of our diversity and inclusion processes are fair and transparent whilst ensuring candidates get a fair and unbiased service.
Having a sense of belonging, increased happiness, and lower stress levels are all benefits of being part of a team. According to the latest research, more than one in four people (27%) have felt excluded at work in the past year. Nearly half of disabled people (46%) say they are now isolated, resulting in loneliness, anxiety and depression. This is why diversity and inclusion strategy in recruitment practices are so imperative. It is so significant that employees feel valued, and ensuring that they feel safe and supported is a great way to make them feel valued.
A word from our Managing Director, Sarah Grace
“We are committed to building a safe, supportive and inclusive workspace and recruitment service that embraces and encourages diversity, collaboration and success. As a team, we understand the importance of equality and train and educate our people to ensure each and every member of our team has everything they need to promote Diversity and Inclusion in every step of our process.”
We invite you to learn more about our Diversity and Inclusion policy here.
It starts with hiring
Think about your diversity and inclusion recruitment practices and whether they are inclusive enough. Consider where and how you will advertise a diversity and inclusion job vacancy, as well as who will find it.
Consider reviewing the language and imagery used in job advertisements, your company website, and other assets to ensure that they are inclusive and that hiring managers are briefed on best practices regarding shortlisting.
Make flexibility a priority
It is worth considering your policy and how work patterns might need to be reasonably adapted for everyone’s needs since flexible working has become increasingly popular since the pandemic. Flexibility in working patterns and practices is key to being inclusive in your business.
Recent research from Bupa found that employees with less visible disabilities are less likely to disclose them at work due to fear of retaliation. There is, however, a risk of presenteeism and a negative impact on physical and mental health. A manager should have a wide-ranging conversation about working styles, communication, hours, flexibility, health and wellbeing, as well as physical adjustments,
Take a look at how accessible your workplace is
To achieve true accessibility in the workplace, more than just the physical environment must be considered.
When making your workplace inclusive, don’t assume that people with the same disability will require similar solutions. Following careful consideration and expert advice, make adjustments based on the individual’s needs.
Communication and discussion of workplace accessibility policies are key to improving inclusion. It lets your employees take advantage of that provision by telling them what you’re doing.
Teamwork makes the dream work
Having a team allows everyone to share responsibilities, which prevents excessive stress or burnout through the distribution of responsibilities. The support you receive from a team at work or in your personal life is invaluable when dealing with life’s challenges. If you feel that your team could benefit from more education on inclusive practices, then diversity and equality training might just be the solution for you. The encouragement, guidance, and emotional support of individuals who share common experiences and goals can be invaluable when faced with difficulties.
Establish an inclusive network
A diversity and inclusive policy of networks and groups at your workplace can help keep the issue on the agenda through various mediums such as listening sessions, peer-to-peer support, and inviting external speakers to speak about their lived experiences. Senior leaders must maintain good relationships with these networks to meet their employees’ needs.
We aim to educate and build awareness about diversity and inclusion in a safe, open environment.
Be careful what you say
When addressing different groups, such as disabled people, be sensitive to the language you use. People with disabilities shouldn’t be treated with pity or referred to using ableist terms. When you hear someone using derogatory language, call it out.
Don’t forget that creating an inclusive workplace goes beyond just looking out for your own behaviour. Face ableism head-on – leading by example means challenging prejudices and misconceptions as soon as they arise.
We should have open and honest conversations, even if we feel awkward or are worried about saying the wrong thing, as this helps promote inclusion in our society. Don’t be afraid to contact our recruitment and diversity and inclusion consultants for support if you need help.
