Embedding Respect and Inclusion Across Protected Characteristics
- Age
- Behaviours: Avoid ageist stereotypes (e.g., assuming older employees are less tech-savvy, or younger ones are less experienced).
- Language: Use neutral language that does not reinforce stereotypes (e.g., “experienced” rather than “old” or “youthful”).
- Impact: Ensure age is not a barrier to promotion or development opportunities. Provide mentorship and reverse mentoring programmes that value intergenerational learning.
- Disability
- Behaviours: Foster an inclusive environment where physical and non-visible disabilities are accommodated without judgment. Avoid making assumptions about capability based on disability.
- Language: Use person-first language (e.g., “person with a disability” rather than “disabled person”) and avoid outdated terms (e.g., “handicapped”).
- Impact: Implement reasonable adjustments in the workplace, and offer accessible materials, facilities, and communication. Encourage discussions that focus on abilities, not limitations.
- Gender Reassignment
- Behaviours: Respect individuals’ gender identity and expression, and ensure all staff are trained on inclusive behaviours. Provide gender-neutral facilities and support during transition.
- Language: Always use a person’s correct pronouns and name. Avoid misgendering and deadnaming (using their previous name after a name change).
- Impact: Ensure policies protect trans individuals from harassment and discrimination. Create a safe space for open dialogue on gender diversity.
- Marriage & Civil Partnership
- Behaviours: Ensure equitable treatment for employees in civil partnerships and marriages without assumptions about relationship norms.
- Language: Use inclusive terms like “partner” rather than assuming “husband” or “wife.” Avoid assumptions that people without partners have fewer family commitments.
- Impact: Provide equal benefits, including family leave, to all couples, and avoid discrimination in promotions or bonuses based on marital status.
- Pregnancy & Maternity
- Behaviours: Ensure pregnant employees are treated with respect and fairness, without assumptions about their ability to perform. Provide flexibility in workloads and roles as needed.
- Language: Avoid comments on a pregnant person’s appearance or capabilities. Language should always reflect respect for personal choices and situations.
- Impact: Provide robust maternity and paternity leave policies. Support returning employees with flexible working arrangements and avoid penalising them for time away from work.
- Race
- Behaviours: Avoid racial microaggressions, such as singling someone out to speak for their race or making assumptions based on race or ethnicity. Promote anti-racism.
- Language: Avoid using stereotypes or racially charged terms. Use language that is culturally respectful and inclusive.
- Impact: Ensure diverse representation at all levels, particularly in decision-making roles. Address pay gaps and advancement opportunities for people of all racial backgrounds.
- Religion or Belief
- Behaviours: Respect religious practices, such as prayer times and religious holidays, without judgment or unnecessary questioning. Foster an environment where different beliefs are welcomed.
- Language: Avoid comments that diminish or stereotype religious practices. Use neutral and respectful language that acknowledges and values different beliefs.
- Impact: Offer flexibility around religious observance, such as break times or holiday arrangements. Ensure that workplace policies don’t inadvertently disadvantage those of particular faiths.
- Sex
- Behaviours: Promote gender equality by challenging gender stereotypes, such as associating leadership roles with men or care roles with women. Ensure that both men and women have access to equal development opportunities.
- Language: Avoid sexist language or language that reinforces gender norms (e.g., assuming certain jobs are gender-specific, like “male nurse” or “female boss”).
- Impact: Ensure pay equity between men and women, and actively monitor for gender bias in hiring, promotion, and pay. Support parental leave for all genders.
- Sexual Orientation
- Behaviours: Create an inclusive environment where employees feel comfortable being open about their sexual orientation without fear of judgment or exclusion.
- Language: Use inclusive language, such as “partner” rather than assuming heterosexuality. Avoid derogatory comments or jokes about sexual orientation.
- Impact: Ensure equal benefits for same-sex couples and heterosexual couples and foster a culture where LGBTQ+ employees can thrive without fear of discrimination.
This article helps to highlight how everyday behaviours, language, and practices can have a direct impact on the experience of employees who belong to these protected groups.