If your business secures inclusion and diversity in the workplace, you can enjoy better productivity and creativity. Here's how you can go about achieving a diverse business.
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How to be Inclusive at Work
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HR management outsourcing is when a team of experts manage your HR by looking after your contracts, policies, and procedures.
These are the HR essentials every business needs. Without them, your staff could bring successful claims against you, you could lose thousands in legal fines, and even face prosecution. Never underestimate the benefits of HR support for a small business.
We have years of experience in providing HR for SMEs and HR management outsourcing. Contact us to see how we can support you, including HR advice for small businesses - as well as medium and large companies.
Good human resource management is having round the clock support when you need it the most.
Whenever there’s a staff challenge or an important legal update, you just pick up the phone and get the help you need – no matter the time or place.
The main benefits of HR outsourcing are:
- Cost saving: Reduces the expenses for such things are hiring, training and employing an in-house HR team.
- Time saving: Saves time for staff members away from HR tasks.
- Improves expertise and compliance: Provides ongoing advice and support to ensure complete and total compliance.
- Reduces risk: Reduces the risk of any payroll and compliance failures.
Outsourcing HR is cheaper than hiring internal staff and saves you money overall when it comes to your HR service. Plus, you avoid making mistakes that could cost you heavily in claims and legal fines down the line. Every business should consider HR support as a way to avoid claims.
Peninsula is one of the leading HR outsourcing services in the UK, and by working with us you get access to our HR advisory service. Contact us for your outsourced SME HR today.
The key functions of HR outsourcing services are:
- Payroll and benefits: Helps a business to manage employee wages, tax processing, and employee enrolment.
- Recruitment and onboarding: Helps with job descriptions, sourcing new candidates, interviewing, and ensuring a smooth onboarding process.
- Compliance with employment law: Helps to ensure compliance with ever-changing employment legislation.
- Employee relations: Helps to manage grievance and disciplinary procedures, and any ongoing support that's required.
- HR admin: Helps to handle and manage daily tasks, such as employee records, sorting employment contracts, and processing any leave requests.
- Training and development: Helps to create and deliver staff training programs to improve employees' skills.
Ramadan is a crucial part of the Islamic faith. That’s why many Muslim employees choose to fast at work, no matter how physically demanding it might be.
Education plays a crucial role in people’s lives – in particular, with growth and development. That’s why the United Nations General Assembly recognises 24 January as International Day of Education.
Research by the Institute of the Motor Industry (IMI) found that women only make up 12% of the workforce in the automotive industry. Not acknowledging the importance of gender balances is holding the sector back both in England and across the Isles.
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Statistics show that more diverse workplaces have higher productivity and greater creativity. So, to help improve your business productivity, read this guide for greater cultural inclusion in the workplace.
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If you take active and positive steps to prevent discrimination occurring in your workplace, then you can experience real benefits in productivity. Diversity in the workplace can provide:
Increasing retention and lowering employee turnover.
Greater employee engagement leading to higher discretionary effort from employees.
Increased staff loyalty.
Higher staff morale.
You can review your entire workplace practices, from start to end, to review whether you can amend these for greater inclusivity.
Progressive recruitment strategies
How you advertise your latest vacancies, and the interviews you hold with applicants, will have a significant impact on workplace diversity. After all, if advertising is limited to a certain group of individuals, these are the only people who will apply for the job role.
To ensure jobs are advertised to a diverse range of people, have at least two different approaches, such as online and in local newspapers. Also, the wording of the advert should remain inclusive and not exclude certain applicants.
The interview process should also avoid any questions which imply that the workplace is not inclusive. For example, asking females whether they have family plans not only carries a high risk of discrimination, but also raises the question of whether the business has diversity and inclusion at work.
Diversity and inclusion policy
As well as reviewing business practices to ensure these are inclusive, you can have diversity and inclusion in the workplace activities to create a positive workplace culture. This can include:
Providing diversity and inclusivity training for all members of staff.
Embracing awareness initiatives such as Time to Change and the Inclusive Behaviour Pledge.
Introduce returner schemes to encourage those who have had a career break to return to work
Highlight family-friendly policies within the workplace, especially shared parental leave.
Monitor the diversity of staff, in line with data protection obligations, to assess how inclusive the workplace is.
You can also introduce an action plan which sets out how the business will implement equality, diversity and inclusivity policies. This can include a schedule for matters such as training and reviews of internal procedures. All of which should help improve diversity initiatives in the workplace.
Diversity management
The culture of a business is heavily influenced by the support from senior management. As such, they should lead from the front with regards to supporting diversity and inclusion best practices.
Workplace diversity initiatives need to receive encouragement from seniors, and they should support the ongoing commitment from others within the workplace.
Additionally, as managers make the important decisions they will have the biggest effect on whether a workplace is diverse or not. Decision-makers should receive training on inclusivity at work and can also receive training on how to tackle unconscious bias at work.
This is where, without deliberate intent, a decision maker is influenced by their expectations, experience or assumptions about an individual.
This can have a serious and negative impact on diversity at work, so decision-makers need guidance on how to focus on objective factors which are necessary to the decision.
Improve your business diversity
We can help with your diversity and inclusion business strategy. Get in touch today and we’ll help you improve your cultural diversity in the workplace: 0800 028 2420.
Award-winning services
Take the first step towards a safer business. Answer a few questions about your HR and Health & Safety management and we’ll direct you to the support you need
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