Treating everyone in the organisation as an individual, and valuing the unique contribution they can bring, is a critical part of organisational culture. By incorporating the promotion and support of diversity and inclusivity throughout the organisation, from recruitment all the way to post termination of the employment relationship, employers can reap the many benefits that a diverse organisation can bring, by empowering individuals to participate fully in their work and with their colleagues and enabling them to reach their full potential.
Employers are already bound by the minimum standards enshrined in UK legislation, including age, disability, race, religion, sex and sexual orientation among others. Employers however are encouraged to go one step further, by creating an effective inclusion and diversity strategy building on and going beyond mere compliance with the law, adding value to the organisation and contributing to employee wellbeing and engagement.
We have brought together our resources on diversity and inclusion from across the site in our new Diversity and inclusion Toolkit
In 2017, the government committed in its manifesto to break down work-related barriers faced by disabled people (and those living with health conditions) with the aim of building a more diverse and inclusive workforce.
According to ONS figures from 17 May 2022, there are 1.3 million more disabled workers in the workforce than there were five years ago, reaching the 10 year goal five years early.
However, the Minister for Disabled People, Health and Work Chloe Smith MP, acknowledged there was more to be done.