Expensive exits, tribunal claims, and reputational damage are all possible if ‘speaking out’ is ill-judged and discriminatory. Here are our thoughts on striking the right balance:
Champion inclusivity – lead from the top, train, and reinforce with clear policies on what’s acceptable, what’s encouraged, and how to handle concerns. You can access our ‘dignity at work’ policy through Intelligent Employment, find out more here.
Empower – support with tools and training to identify issues, call out inappropriate behaviour, and nip issues in the bud. Click here for more detail on our sessions in this area.
‘Social’ media – be sure to make clear the boundaries and responsibilities required of your employees when using social media.
Supporting silence – remind employees that often there’s nothing wrong in withholding an opinion – you don’t always have to share your views. That said, reinforce the importance of speaking up (through the appropriate channels) if concerning behaviour is experienced.
Embed – proactively promote inclusivity with regular training. Tribunals are taking a dim view of a ‘tick-box’ approach to training with annual refresher sessions becoming the expectation. Click here for more detail on our sessions in this area.
If you’d like support with promoting equality, diversity, and inclusivity, please get in touch here for further advice.