National Inclusion Week: ‘Each One, Reach One’
Employers are celebrating National Inclusion Week as part of a global effort to promote everyday inclusion and build momentum for culture change.
1 October 2020
Running until 4 October, this year’s National Inclusion Week is themed around "Each One, Reach One". This highlights the opportunity “we all have to connect with someone else, or another organisation, to help them understand the opportunity of inclusion and connect,” says Inclusive Employers, the membership body behind the business and civil service-supported initiative. “It is about individuals and organisations connecting and inspiring each other to make inclusion an everyday reality. Together, we will build the biggest inclusion chain ever.”
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“Our next generation will expect that their organisations encourage and embrace differences in backgrounds and opinions, and will choose to work for organisations that do.“Having a diverse workforce helps us to think in more diverse ways, which is an essential part of the approach we need to address our complex challenges. Organisations that bring different skills and capabilities together allow for better problem solving, decision-making and increased levels of creativity and innovation.“Culture change takes time and we’re all responsible for treating others with dignity and respect – not just because it’s National Inclusion Week of course – but every day.”
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The case for more inclusive practices
Research shows that more diverse workforces and boards perform better and companies that are inclusive connect more effectively with customers. However, gender, ethnicity, disability and age and other imbalances in representation persist in organisations. This suggests that many people in society still face barriers to progression.The CBI’s February 2020 report, Bridge the Gap: Actions your business can take to close the ethnicity pay gap, cites Business in the Community research showing 52% of BAME employees believe that they will have to leave their current organisation to progress their career. This compares to 38% of White employees. Data from January 2020 also shows that in January 2020, only 178 of the 2,625 FTSE 350 directors were from a BAME background. The latest Female FTSE Board Report 2020 from Cranfield School of Management also highlights how more can be to done to increase female representation at senior levels, as well as the continued relevance of networks and communities, like Think Women.Inclusion and creating great places to work
In an effort to transform work environments where difference is encouraged and everyone is treated with dignity and respect, this week employers including the Nuclear Decommissioning Authority are joining others in taking action to promote inclusive workplaces.David Peattie, the NDA’s Chief Executive and Patron of Women in Nuclear, said “I am devoted to making the NDA group a great place to work – diversity is good for our people and our mission.Related:
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- Think Women - the time for action is now
- Make a difference to your career and the future
“Our next generation will expect that their organisations encourage and embrace differences in backgrounds and opinions, and will choose to work for organisations that do.“Having a diverse workforce helps us to think in more diverse ways, which is an essential part of the approach we need to address our complex challenges. Organisations that bring different skills and capabilities together allow for better problem solving, decision-making and increased levels of creativity and innovation.“Culture change takes time and we’re all responsible for treating others with dignity and respect – not just because it’s National Inclusion Week of course – but every day.”
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Subscribe to Relocate Extra, our monthly newsletter, to get all the latest international assignments and global mobility news.Relocate’s new Global Mobility Toolkit provides free information, practical advice and support for HR, global mobility managers and global teams operating overseas.
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