Inclusive workplace practices

As part of the process of tackling race inequality, it is helpful to take a step back to look at established workplace practices to see if they can be adjusted to accommodate the practical and cultural needs of certain groups of workers to enable them to comfortably work and grow within the organisation.

Examples include providing flexible leave provision for those with families living distantly, language needs for those who first language is not English and facilities for religious observance and flexibility over dress codes.

Addressing these needs may be more about inclusiveness for people of certain national origin or religion/faith than about ethnicity, but there can of course be a link between these characteristics. However, Unite’s Race equality guide for Unite negotiators warns it is “important not to make assumptions about an individual’s cultural identity. Speaking directly to an individual is always the best way to determine their cultural needs.”

It is also important to take care that other workers are not disadvantaged by any adjustments.