The Secret Behind Successful Teams

ED&I (Equity, Diversity and Inclusion) has been around since 2021. But many organisations still don’t do it correctly. Or at all. It’s still more of a box-ticking exercise. And that needs to stop.

I work with many public sector organisations who are keen to get ED&I and Disability Awareness right, at last. It’s gratifying to see how positively they respond to my workshops.

What’s the Difference Between Equality and Equity?

The Equality Act 2010 legally protects people from discrimination in society and the workplace. However, many organisations’ policies say they want equality for everybody. All that does is create a level playing field.

We’re all individuals, so there cannot be a ‘one-size-fits-all’ approach. That’s why the word ‘equity’ is now used.

Equality is a policy for all. Equity is ascertaining what individuals need.

Equity means talking to each person, and asking them what they need to succeed in the workplace. When team members are given tools and reasonable adjustments, they become more productive.

Remember those huge staff handbooks provided at a new job? On my first day, I would be given a handbook that I couldn’t read. But because it was the organisation’s policy that everyone had a printed handbook, that’s what I was given.

Now, equity means that I would be asked what format I would like that handbook in. My preference is a Word document for my computer to read aloud.

Equity is asking people what they want, not assuming you know – I covered that recently here.

Are you creating a fair and equitable place in your team or company? Do you ask people what they want? To check that you’re on the right track, do get in touch.

The Diversity Buzz

Everyone’s talking about it. We know it’s important. But nothing seems to happen.

A diverse team is important for many reasons, especially if your business serves our ever-evolving communities. Public sector organisations are beginning to understand the urgent need for diversity and are approaching me for guidance on how to effectively represent their communities.

Problems arise when, for instance, you need to understand the visually impaired community, but you don’t have a visually impaired person in your team. That’s when research helps. Suggest that your team could talk to visually impaired people and ask them what they need.

Effort Reaps Rewards

Doing diversity well is hard. But the more effort you put in, the more you learn, the better your support will be.

You already know how not to discriminate against anyone’s protected characteristics, being:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race – colour, nationality, ethnic or national origin
• Religion or belief
• Sex
• Sexual orientation

But diversity is more than that. Diversity means having conversations to gain new perspectives, and helping to create great workplaces.

So, someone with dyslexia struggling to use your IT systems may suggest a process that both benefits them and makes it easier for everyone. A good manager listens and takes their suggestions on board.

People with disabilities are resilient and determined. Coping with their long-term conditions has taught them that. When things get tough, they are often the ones who keep going to get the job done, benefiting you and the business.

Creating an Inclusive Team

A team’s performance always improves when they feel valued and happy in the workplace. It’s all about talking and being open to suggestions. For your team’s happiness and success:

• Allow people the opportunity to voice their opinions
• Ask for feedback, including possible challenges
• Invite your team to share different ways of doing tasks
• Include them in conversations about decisions or changes
• Discuss their future career aspirations and listen to their point of view – they may prefer to stay in their current position
• At every one-to-one, appraisal or performance conversation, explain why they’re so valued, even when discussing a performance task that may need developing

Motivation and job satisfaction increase when you regularly highlight their positive skills. And when inclusive teams work well together and benefit from regular development opportunities, staff retention improves.

Ultimately, inclusive teams tend to be more collaborative and open, leading to improved innovation. What’s not to love about that?