Blogs > Lifestyle Blog > A Guide to Workplace Equality

A Guide to Workplace Equality

26th February 2019

Your workplace must be diverse and equal in terms of pay and recruitment. If it is currently not, it’s in your company’s and your employees’ best interest to speak to your Human Resources department to discuss why this might be. Inequality can come in the form of colleagues who feel they have been undervalued or sometimes even discriminated against. It can be not only demoralising but also a reason for employees’ seeking alternative work. What can be done to help your workplace equality?

Office demographic

If your team is small, then it’s worth taking a look at your office. If the women are under-promoted and the workplace primarily full of males, you may want to hold a meeting with HR representatives and assess any accidental biases the company may have, and how to remedy this when hiring new employees.

If you work for a much bigger company, then holding an HR meeting to analyse and discuss the statistics is vital for getting a sense of the demographic within your company. Within this, you will want to look at pay scales; are women and minority groups being paid less in general? It’s also excellent practice to ensure that employees are still being hired on merit. Your business needs to ensure that candidates aren't subconsciously picked for other reasons.

Form either a committee or a policy       

Pulling together a group of professionals (whether that’s partly HR and partly your team or trustworthy members of a department) is recommended to form a type of equality and diversity committee. Holding regular meetings with your committee to discuss how you can improve the treatment and number of female and minority employees in your company ensures that your focus on diversity is continuously acted upon. In terms of policy, putting down some ground rules and introducing it to colleagues will help employees to think twice.

Educate employees

You will ultimately need to ensure that everyone in the workforce is educated about how to improve equality in the office. Managers, and those transitioning into manager positions must be informed on how to deal with internalised biases. Putting employers through online equality courses, such as those provided by  will ensure that this education is accessed fairly and easily. Educating employees on how to prevent unconscious biases and think about their language proactively helps to ensure this approach is passed on down the line.

Consult offenders

The inequality in your office might be partially down to specific members of staff experiencing discrimination. If your HR department has been approached with complaints of inappropriate language or active incidents of discriminations, then these cases need to be acted upon. Sitting down with those who have made the remarks and asking why they made them in the first place, and cautioning them against doing it again sets a standard for everyone else to follow. If there is no penalty for discrimination, then it will happen again.    

For colleagues who have been discriminated against, or who are not getting paid enough despite their role, they will notice with immediate effect if changes are being made to workplace equality. When members of staff feel they are valued and their concerns have been listened to, the workplace will be much more positive and productive.


Posted by Mark at 9:03am

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