How To Build A Culture That Prioritises Advocacy For Equity

Prioritising equity advocacy within your business is crucial in the quest to optimise engagement levels throughout its workforce.
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Jamie McAnsh Head of Inclusion

May 29th, 2024

Prioritising equity advocacy within your business is crucial in the quest to optimise engagement levels throughout its workforce.

By nurturing an inclusive environment, you ensure all staff feel valued, enhancing retention and attraction rates for industry talent. At Champions, we are more than aware of the requirements your company must focus on to truly achieve EDI goals, whilst guaranteeing no individual or group is overlooked internally.

In this blog, we will discuss some ways in which you can build an intrinsic organisational culture that focuses on equity advocacy.

  1. Define & Communicate Core Values

  2. Educate & Train

  3. Nurture An Inclusive Environment

  4. Implement Fair Practices

  5. Engage The Community

  6. Encourage Advocacy & Allyship

  7. Create A Safe Reporting Mechanism

  8. Continuous Improvement

1. Define and Communicate Core Values

Clearly articulate a focused commitment to equity in your mission statement and core values.

Communicate these values consistently across all levels and mediums with the organisation, ensuring that every employee understands and aligns their personal journey with them.

This is imperative in modern business for driving innovation while ensuring that diverse perspectives are valued and leveraged for the success of your organisation.

2. Educate and Train

Provide regular training on equality, diversity and inclusion (EDI) to all employees, focusing on unconscious bias, cultural competency, and allyship. Offer resources such as workshops, seminars, and access to EDI experts to nurture continuous learning.

As Champions Head of Diversity, I’m adept at providing you with programmes and methods in which to enrich your understanding of modern EDI.

3. Nurture an Inclusive Environment

Encourage open and respectful communication where employees feel safe to voice their concerns and experiences. Support the creation of employee resource groups (ERGs) that provide a platform for underrepresented members to connect and advocate for their interests.

Don’t be afraid to alter or influence company policies based on feedback from these ERGs – change isn’t something to shy away from if necessary.

4. Implement Fair Practices

Ensure recruitment practices are equitable and free from bias by using diverse hiring panels, standardised interview processes, and targeting various candidate pools.

Provide equal opportunities for career advancement, including mentorship programs, leadership development, and fair performance evaluations. Your people will feel more inspired to perform when they believe there is a clear career path in front of them.

5. Engage the Community

Partner with organisations and charities that advocate for equity and inclusion to support community initiatives and leverage external expertise. Don’t underestimate the importance of positioning within the local community.

Invest in community programs that promote education, economic development, and social justice. Prioritise CSR, as ensure you aren’t falling behind other industry members who are completing the appropriate actions to achieve this.

6. Encourage Advocacy and Allyship

Empower employees at all levels to advocate for equity, both within the organisation and in their communities through messaging mediums. Recognise and reward employees who actively contribute to creating a more equitable workplace.

Your team need to feel like these achievements are working towards a greater goal, so be confident in relaying the levels of equity you want to achieve as an organisation.

7. Create a Safe Reporting Mechanism

Provide anonymous channels for employees to report instances of discrimination, harassment, or bias. Ensure that reports are taken seriously and acted upon promptly to maintain trust and demonstrate commitment to equity.

Take care in implementing the correct responses to feedback – utilise your industry and workforce knowledge base to deliver appropriate mechanisms.

8. Continuous Improvement

Periodically review and update policies and practices to reflect best practices and evolving standards in equity advocacy. Establish a feedback loop where employee input is used to refine and improve equity initiatives continuously.

If you hit a target, don’t stop there. Believe that you can never reach 100% equity, and the results will continue to show. 

By integrating these strategies, you will build a culture that not only prioritises but actively encourages equity advocacy, creating a more inclusive and fairer workplace for all employees.

Our People & HR team specialises in aiding clients with EDI. As one of our main topics of interest, we are dedicated to helping you optimise your team.

If you're looking to train your business, staff or leadership teams on equality, diversity and inclusion, contact Champions (UK) plc who can help by offering our equality, diversity and inclusion training by calling us on 08453 31 30 31 or filling in our online contact form.