ED&I – Are we doing enough?

In this article, Victoria Brown aka LadyBossHR, explains what Equality, Diversity and Inclusion (ED&I) is, as well as offers her expert advice on how to embed it within your organisation.

This month we celebrate Pride. This is a vibrant and inclusive celebration that honours the LGBTQ+ community, their history, achievements, and ongoing struggle for equality.  This annual event is a powerful reminder of the importance of acceptance, diversity, and inclusion.  I thought it is a timely blog to remind Employers of the importance of Equality, Diversity and Inclusion (ED&I) in the workplace.

ED&I is about creating a workplace where every individual can feel safe, have a sense of belonging and be empowered to achieve their full potential.

The Equality Act 2010 provides legal protection for nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. For further information on this read an earlier blog I have written on this here.  However, an effective ED&I strategy goes beyond legal compliance and seeks to ensure the harmful effects of bias and discrimination are understood.  If we are aware of the biases in our society, we can improve diversity and create a sustainable inclusive environment.  

What is Equality, Diversion and Inclusion?


The Equality Act 2010 highlights that every individual must have an equal opportunity to make the most of their lives and talents.  In addition, it is also the belief that no one should have a poorer life chance because of their background, personal identity, or experience.  Inequalities can be manifested through prejudice, oppression and discrimination and can be systemic through behaviour, policies, practices, and cultures.


This is the difference in colour, ethnicity, abilities, age, gender, beliefs, interests, socioeconomic, marital or partnership status, sexual orientation, geographic, academic/professional backgrounds, opinion backgrounds, thinking, experiences and many other characteristics.  Diversity recognises that everyone is different in a variety of visible and non-visible ways and that those differences are to be recognised, respected, valued, promoted, and celebrated.


Inclusion is the practice of including people in a way that is fair for all, values everyone’s differences, and empowers and enables each person to be themselves and achieve their full potential and thrive at work.  An inclusive workplace culture is one in which everyone feels that they belong through feeling safe in being themselves, that their contribution matters, policies and practices are fair and a diverse range of people are supported to work together effectively.

Where can you start with ED&I?

Having a workplace policy

A good start is to have a workplace policy covering equality, diversity and inclusion.  A policy will help everyone to know:

  • The business supports and treats everyone fairly.
  • What kind of behaviour you expect from them.
  • About discrimination and the law and what is not acceptable.
  • Where to find the procedures for resolving any problems.

There is no point in having a policy without putting it into action.  It is important that you consider ED&I in the full employee lifecycle:

  • Recruitment (consider how you can remove unconscious bias)
  • Training and development
  • Equal pay
  • Dress code
  • Performance review
  • Unacceptable behaviour
  • Dismissal
  • Redundancy
  • Religious beliefs and practice
  • Flexible working
  • Different types of leave for parents


An ED&I strategy involves a lot of work if you truly want to embrace change and integrate your policy and processes.  Communication as always is key to the success of this, as well as appropriate training throughout the business to raise awareness and educate.


This change must emanate from the top.  Understanding and buy-in from the Leadership team is crucial and that communication has to cascade through the business.

Promoting inclusive events and activities

A good way to keep ED&I alive and constantly in the mind of others is to promote inclusive events and activities.  A great example this month is Pride – Are there any activities you could hold in your office?

If you would like to learn more about ED&I and gain some practical insights from the experts, then please join our next peopleHUB webinar. We will welcome Pippa Marler, ED&I Manager at Livv Housing Group and Sophie Clark, Equality, Diversity and Inclusion Consultant at The Equal Group as our guest speakers on this session.  Please click here to register your place.

To find out more information or if you require any advice on ED&I within your business, get in contact with our team of experts.

T: 0330 107 1037

E: contact@onehrsoftware.com

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