Inclusive Employers

Some of the best employers are using the Inclusive Employers Standard (IES) to benchmark, assess, and enhance their inclusion practices. Depending on your needs and where you are in your journey, we offer two routes: 🔴 IES Foundation Assessment: An entry-level pathway for those just starting out with their inclusion work; with an 11-question gap analysis, consultation, and tailored recommendations to moving your organisation forward with actionable next steps. 🔴 Inclusive Employers Standard: Our globally recognised workplace accreditation, a comprehensive, evidence-based gap analysis of your organisation with benchmarking insights against your industry with a detailed report for progress. Suitable for those a year or more along in their inclusion journey. What are the benefits of IES: ✔️ Framework for sustainable inclusion ✔️ Identify key areas for impact and potential risks ✔️ External recognition for attracting diverse talent 📩 Ready to explore which IES path fits your needs? Visit our website to learn more and speak to our team today:https://lnkd.in/eCr7_2XN #EDI #Inclusion #Diversity #WorkplaceAccreditation #WorkplaceCulture

Together with our Members, and participants in our programmes, training, and events, we’ve made a real impact in workplaces across the year.  As we reflect on these achievements, we’re excited to continue partnering with our Members—and welcome more organisations to join us in 2025. How does membership deliver impact to an organisation? Here’s what you can expect: 🔴 Enhanced expertise and deeper understanding of inclusion strategies through resources, consultancy and account management guidance 🔴 Strategic clarity with yearly insight into your inclusion progress and advice on what steps to take next 🔴 Empowered colleagues equipped with the tools and knowledge to create more equitable work environments Plus, access to a supportive network that celebrates successes and contributes to industry-leading workplace inclusion standards.  Discover the full range of benefits our Members enjoy here: https://lnkd.in/eq-4rXyX #EDI #Inclusion #Diversity #HR #LearningAndDevelopment Image description: A carousel consisting of 3 slides, with different graphs and icons alongside the statistics. The background is white with a red border, with the other graphics being in red, navy and a teal.  Text reads: Our impact through training: 91% Rated training as excellent or good, 89% felt their subject area knowledge improved, 82% were inspired to behave differently. A training testimonial follows that reads: Really involved participation and thought-provoking conversation and awareness. Then it moves onto: National Inclusion Week® 2024, social reach: 32.3 million and total participants : 10,829. Our leading inclusion and diversity webinar programme: 91 learning hours delivered, 6,366 webinar attendees joined us, 10 sears at every webinar for our Members in 2025. 41 organisations awarded the Inclusive Employers Standard accreditation. Then it moves onto: how did some of our programmes go? Sports and physical activity: Working with a leading sports partner, we delivered an inclusive leadership programme which saw: 334 senior leaders enrolled and 194 training modules delivered. Then, emergency services: police: In partnership with a police force, we delivered a programme of inclusion and diversity training with: 98 sessions delivered and 1,660 attendees to these sessions. The final slide concludes with 91% of Members give us top marks, This means that our Members have said that they are very or extremely satisfied with their Inclusive Employers membership. Discover the benefits of membership.

Get ready for a bumper edition of Inclusion Insights We are rounding off the year with a bumper edition, packed full of of bonus content! Find out what our Members were talking about in 2024, hear about our most watched webinars, and most downloaded resources. Plus we'll be giving a first look at all the upcoming Inclusive Employers events in the New Year - be sure to check them out and secure your spot. Sign up to our monthly Inclusion Insights newsletter today to ensure you receive this bumper edition when it comes out this Thursday! https://hubs.ly/Q02_L1dv0 #Inclusion #Diversity #InclusiveEmployers #2024 #NewYear

Are you planning your EDI strategy for 2025? Join Inclusive Employers Managing Director, Janet Tidmarsh, for a bumper free webinar 'Prepare for 2025: Free EDI Insights'. Informed by her 20 years of experience leading inclusion and talent strategies, and joined by Addison Barnett, the Director of Impact, Janet Tidmarsh FCIPD will cover: 🔴 Emerging trends in EDI 🔴 Practical advice for creating inclusive workplaces 🔴 Preparing your organisation for the ever-changing EDI landscape 🔴 Insights into the evolving role of inclusion in organisational success If you are HR professional, EDI specialist or a senior leader who wants to progress their inclusion agenda, you will find the resources to support your next steps at this free webinar. 📅 Date: Wednesday 15th January 🕒 Time: 11:00 am – 12:00 pm 🎟️ Tickets: FREE 👉 Reserve your FREE place, book now: https://lnkd.in/ediDeWch #Inclusion #Diversity #EDI #HR #Leadership

If your organisation would like to be prepared for the everchanging inclusion and diversity landscape in 2025, check out our events calendar. For January we are hosting webinars on a variety of topics that will prepare you to make a big inclusion impact in 2025, including: 🔴 Member Community Event – 7 January (Member Exclusive) 📅 Tuesday 7 January | 1 pm – 2 pm 🔴 Member Community Event – 8 January (Member Exclusive) 📅 Wednesday 8 January | 1:30 pm - 2:30 pm 🔴 Engage – Setting the scene for Inclusion (FREE) 📅 Tuesday 14 January | 11 am - 12:30 pm 🔴 Prepare for 2025: Free EDI Insights Webinar (FREE) 📅 Wednesday 15 January | 11 am - 12 pm 🔴 EDI Strategy - Getting The Basics Right 📅 Wednesday 22 January | 11 am - 12 pm 🔴 Holocaust Memorial Day 2025 - For a Better Future 📅 Tuesday 28 January | 12 pm - 1 pm Book your tickets now to secure your places, Inclusive Employers members can attend the EDI - Getting The Basics Right, Holocaust Memorial Day 2025 - For a Better Future and Membership Community events for free. https://hubs.ly/Q02_zZ2M0 #Inclusion #Diversity #EDI #Webinars

Christmas is a Christian celebration that has become part of UK life, many people celebrate it for lots of different reasons, whilst people of Christian and non-Christian faith do not. As many workplaces will be holding celebrations to mark Christmas, we are sharing advice on what to consider and tips on how to approach Christmas with an inclusion lens. 🔴 Create a safe space for all religions Christmas is often regarded as the ‘default’ religious celebration in the UK and other Christian countries across the world. However, it’s important to acknowledge that the wonderful diversity that we have in the UK means that employees will be marking and celebrating many different occasions throughout the year. 🔴 Consider how you are recognising other religious celebrations Planning your approach to Christmas in the workplace also provides a chance to consider what opportunities the organisation is giving colleagues of all faiths to celebrate and observe the religious celebrations that are important to them. For example, you could consider giving employees the chance to decide whether they work across the Christmas period or use that time at a different point in the year to mark an occasion that is important to them. 🔴 Understand your employees It’s critical to avoid making assumptions about how people feel about or celebrate Christmas. Use this moment to open discussions on the different ways to mark Christmas and other religious holidays and look to provide a range of options that people can engage with. Head to our blog to find more practical tips for ensuring an inclusive workplace during the holiday season: https://hubs.ly/Q02_zXWw0 #Inclusion #Christmas #ChristmasParty #Christmas2024

We’re delighted to share that Sara Victoria Packwood, our Global DEI and Wellbeing Lead, participated in a recent Inclusive Employers panel series to discuss innovative strategies for inclusive data collection. Sara shared how we tackled the challenge of navigating diversity data collection within the constraints of our global systems. By developing an in-house diversity data monitoring app on our intranet, we created a secure, pseudonymised method for gathering meaningful DEI insights. This approach combines: ▪️Quantitative data through Self-ID diversity demographic questions. ▪️Qualitative insights via an Inclusion Gallup Survey to explore employees’ perceptions of inclusion and belonging. Thanks to this approach, we’re building a robust, future-proof foundation for understanding and progressing equity across the employee journey. We’re proud to collaborate with Inclusive Employers, leveraging their expertise to advance our DEI strategy and foster an inclusive workplace for all. Read the full insights from the Engage Pillar discussion here: https://bit.ly/4fl1dvG #DEI #InclusiveEmployers #InclusiveLeadership

Autism inclusion in the workplace There are around 700,000 autistic people in the UK, which is about 1 in 100 of us. It is thought that many people, particularly adults, are undiagnosed and therefore autism is much more common than current data suggests. As autism is a spectrum condition it affects people’s experience of the workplace in different ways. However, there are certain considerations and steps employers can take to support everyone in their workforce to feel supported, ensuring they thrive and that the organisation doesn’t risk losing their skills, attributes, and experience. Here are our seven top tips for ensuring autism inclusion in the workplace: 🔴 Create an open dialogue in your organisation about neuro-differences 🔴 Be flexible – in job design, location, environment and ways of working 🔴 Equip your line managers with the knowledge and confidence to support autistic employees 🔴 Focus on the ‘can do’ rather than the ‘can’t do’ 🔴 Make reasonable workplace adjustments. Autism is a disability under the Equality Act 2010. Therefore, it is a legal (as well as moral) obligation to make reasonable adjustments. 🔴 Listen to the voices, opinions, and experiences of autistic people before calling unexpectedly 🔴 Work with specialist services to offer internships or work trials to minimise barriers to recruitment For more information, read our newly created page, Neurodiversity inclusion training: https://lnkd.in/eiWVpf4n #Inclusion #Neurodiversity #Autism #Diversity Image shows carousel with red border and coloured blocks. Caption reads: Inclusive Employers 7 top tips for an autism inclusive workplace. 1. Create an open dialogue in your organisation about neuro-differences. 2. Be flexible – in job design, location, environment and ways of working. 3. Equip your line managers with the knowledge and confidence to support autistic employees. 4. Focus on the ‘can do’ rather than the ‘can’t do'. 5. Make reasonable workplace adjustments. 6. Listen to the voices, opinions, and experiences of autistic people before calling unexpectedly. 7. Work with specialist services to offer internships or work trials to minimise barriers to recruitment. For more insights talk to us about: Neurodiversity in the workplace training.

Long COVID is a complex and often misunderstood condition that impacts millions in the UK workforce. Inclusive workplaces play a crucial role in ensuring employees affected by Long COVID receive the support they need to thrive. Whether Long COVID is classified as a disability under the Equality Act 2010 depends on its individual impact on a person’s health. Regardless, employers should prioritise: Workplace adjustments: Tailoring roles to accommodate employees’ needs. Wellbeing initiatives: Ensuring a supportive and understanding environment. Retention strategies: Committing to retaining valuable talent by fostering an inclusive workplace. Personal insights Line managers play a pivotal role in creating inclusive work environments. Equip them with the knowledge and skills to manage inclusively, including supporting employees with chronic health conditions like Long COVID. By supporting employees with Long COVID, organisations can foster a more resilient and engaged workforce while demonstrating a commitment to inclusion and wellbeing. Read our new blog to learn more: https://hubs.ly/Q02-JKWx0 #LongCOVID #COVID #Workplace #Wellbeing #Inclusion

Being an ally isn’t just about intention; it’s about action. Inclusion starts with understanding the barriers others face and advocating for change. In our guide: What is allyship?, we explore the different types of allyship - from being an upstander to practicing intersectional awareness - and why it’s vital for creating a more inclusive workplace culture. Here are a few ways allies can take meaningful action: 🔴 Share opportunities with colleagues from under-represented groups 🔴 Call out inappropriate behaviours, like microaggressions 🔴 Learn and use inclusive language 🔴 Build trust by being consistent in your allyship Why does this matter? Allyship doesn’t just support individuals - it strengthens organisational culture and creates safer, more equitable spaces for everyone. 📖 Read the full guide to explore the nuances of allyship, discover actionable steps, and reflect on how you can make a difference: https://hubs.ly/Q02-Hp7N0 Looking to empower your team? Our Inclusion Allies training programme offers live sessions, workshops, and practical tools to help your organisation lead with inclusion. Find out more about that here: https://hubs.ly/Q02-HpKb0 #Inclusion #Allyship #WorkplaceCulture Image shows: Carousel infographic with alternating red and black cards with tips on. Captions read: How an ally can act and advocate for others. 1. Sharing opportunities with and giving your space at events to under-represented colleagues 2. Listening to feedback and not viewing it as a personal attack 3. Self-reflecting on own behaviours 4. Calling out inappropriate behaviours such as microaggressions and banter (even if the person did not mean it) 5. Encouraging peers to join inclusion and diversity initiatives 6. Invite under-represented group representatives to attend decision-making meetings 7. Build trust by being consistent with your allyship. To gain further insights, talk to us about our: Inclusion Allies training programme. https://hubs.ly/Q02-Hnc90