25/09/2023
Created by Inclusive Employers, National Inclusion Week aims to raise awareness of and celebrate inclusion in all its forms. It brings together organisations to celebrate and inspire inclusion best practices.
Inclusion is a term that frequently surfaces in workplace discussions and broader dialogues. But, what does it truly mean? Many equate diversity to receiving an invite to the party, while inclusion means being actively engaged in the dance. For me, inclusion exceeds mere participation. It underscores the genuine recognition, value, and respect for every individual’s perspectives and backgrounds. It’s about ensuring that everyone, irrespective of their identity, feels a sense of belonging, is treated with the utmost dignity, and has their contributions valued and acknowledged.
The importance of inclusion in the workplace
Inclusion isn’t merely a moral obligation or a benevolent “nice-to-have”. It’s a strategic imperative with tangible benefits that reverberate throughout an organisation. Although a workplace may boast diversity, without genuine inclusion, the organisation misses tapping into the full potential that diversity brings. Inclusion ensures that every team member, from entry-level to leadership roles, feels integral to the organisation and gets the appropriate recognition.
Discussing inclusion in the workplace is an essential conversation that benefits all those involved. By speaking with our colleagues and assessing everyone’s needs, we facilitate an environment where everyone is provided with the necessary support to participate and contribute meaningfully. In normalising the discourse around inclusion matters, we allow each other the opportunity to thrive within the work place and become stronger allies.
By encouraging open conversation within our teams, we can create safe spaces for our colleagues to share their views. In taking an active role and opening up conversations about equality, diversity and inclusion, we can better support our colleagues, as well as learning about and celebrating our individual experiences. By showing genuine interest and dedicating time for these meaningful conversations, we can all work towards a more inclusive environment.
The organisational benefits of inclusive leaders
Inclusive leaders are essential to building and maintaining an inclusive culture within an organisation. As well as championing, promoting, and reinforcing inclusive policies, practices and procedures, inclusive leaders can ensure that sufficient resources are committed to support their development and implementation and hold the organisation accountable for progress. Without genuine leadership commitment and support, I believe that EDIB initiatives implemented by HR or employee groups are unlikely to have a lasting impact.
Challenges the past year has highlighted for our inclusion and diversity agenda
The past year has highlighted the challenge of translating support for diversity and inclusion as concepts into targeted and measurable actions. Analysis paralysis can hamper making any meaningful progress. However, so too can trying to simultaneously implement a vast array of different and uncoordinated initiatives. To find a balance and move forward, we must accept as an organisation that there are no perfect solutions, it is an ongoing and continuous process, and we will most likely make mistakes along the way. That is, of course, easier said than done.
The impact of the global pandemic on inclusion in the workplace
The increase in remote and hybrid working following the pandemic has required organisations to fundamentally rethink their policies, practices and procedures and place a greater focus on intentionally building teams and maintaining organisational culture, rather than relying on organic interactions within the office. Whilst challenging, this has provided the opportunity to design and build new ways of working that cultivate inclusion, such as meetings and social events that encourage participation and collaboration by all team members.
What action is Reddie & Grose taking to create a more inclusive environment?
Reddie & Grose has enjoyed many inclusion achievements to date. In particular, we are proud of our commitment to opening up the profession to those from underrepresented backgrounds, thus enabling students to understand the IP profession without barriers. This has been achieved through our work with organisations such as The Switch and our recent ‘Summer of IP’ day with IP Inclusive. Aside from this work, it is both encouraging and inspiring to see staff championing meaningful changes through participation in groups such as ‘Women in IP’, ‘IP Out’ and ‘IP & ME’.
With the unveiling of our values, R&G is committed to instilling guiding principles that will shape our decision-making processes. Central to this initiative is ensuring all resolutions resonate with our core values, one of which is eloquently encapsulated as ‘Belonging Together’.
Our HR department has been at the forefront by assisting with the launching of the newly formed EDIB (Equality, Diversity, Inclusion, and Belonging) committee. This committee not only underscores our commitment to diversity but will also serve as a guide for the executive committee on all matters related to inclusion.
Inclusion has always been the keystone of our recruitment strategies. We’ve consistently aimed to obliterate biases, recognising that the journey to perfecting this is continuous. The imminent review of our HR policies through the lens of our values, ensures alignment with the amplification of diversity and inclusivity ideals.
Additionally, we will be launching an employee engagement program, designed to tap into staff perceptions concerning our inclusive initiatives. Such feedback loops will be invaluable as they shed light on areas of strength and potential avenues for improvement.
In conclusion, our endeavour to promote inclusivity is a continuous journey, not a fleeting initiative. It requires persistent effort, introspection, and recalibration. Understanding that no single template suffices, we remain dedicated to formulating strategies tailored to the firm’s unique challenges and prospects, always considering best practices in the ever-evolving world of diversity and inclusion.
This article is for general information only. Its content is not a statement of the law on any subject and does not constitute advice. Please contact Reddie & Grose LLP for advice before taking any action in reliance on it.
