West of England Good Employment Charter host panel discussion on inclusive work culture

At the West of England Good Employment Charter summit, a team of experts formed a panel to discuss what can be done to make the workplace more inclusive.

The panel made up of Sarah Jackson OBE, Dr Anjana Khatwa and Lisa Smith (We the Curious) spent time answering a range of questions to provide us with new perspectives on ways of working. The focus was on fostering an inclusive workplace culture, redefining recruitment approaches, and embracing flexibility in work practices. Here’s some snippets and takeaways from the panel discussion:

Q: How can employers create a cultural situation that enables inclusivity?
A: Cultural inclusivity: a collective responsibility

The panel challenged the notion that creating an inclusive culture is solely the responsibility of HR. Instead, it emphasised that CEOs and organisational leaders play a pivotal role in fostering a culture of inclusivity within their organisations. By standing up and initiating change, these leaders can set the stage for a more inclusive environment.

Q: What more can we do to support and ensure flexibility in the job description?
A. Move towards candidate-centric flexibility

The discussion emphasised the need to move towards a candidate-centric approach when creating job descriptions. For example, rolling all bank holidays into one, allowing staff to take time off as they wish, was hailed as a move towards immediate inclusivity. The implementation of a ‘Parental Fog Index’ was proposed, aiming to clear the ambiguity surrounding parental policies commonly found in job descriptions. It’s no longer enough to just state ‘we have parental policies in place’ they need to be clearly defined.

Q: What positive outcomes have come as a result of increasing diversity in the workforce?
A. Cultural shifts beyond visible numbers

While diversity efforts haven’t immediately led to a significant increase in people of colour (POC) sitting on boards or applying for jobs, there is a cultural change taking place in many organisations. The subtle transformation is not easily quantifiable but reflects a significant shift in mindset and internal dynamics.

This is also demonstrated by senior leaders across the UK. C suites are now starting to acknowledge and embrace of the necessity for change. This commitment is imperative to fostering diversity in organisations and creating a cultural shift, impacting every aspect of the workplace.

Q: What do we do if we get something wrong, or say the wrong thing?
A. Owning mistakes and learning

It’s important that we acknowledge the inevitability of errors. Everyone, regardless of role or position, will make mistakes. It’s not about avoiding errors but rather about owning them, offering sincere apologies, and utilising the experience to learn and improve.

Q: What steps can we make to re-imagine the entire recruitment process?
A. Dismantling traditional norms

There’s a huge need to deconstruct outdated and ineffective recruitment norms. With the advancement of technology, the panel highlighted the disparity between conventional job postings and the expectations of today’s job seekers. Job listings often lack crucial details, such as salary information, leading to disengagement from potential candidates.

West of England Good Employment Charter would like to extend a huge thank you to each member of the panel for this incredibly insightful session.

To find out more about the Good Employment Charter initiative and be part of this transformative journey, get in touch with the team today.

Main photo: West of England Good Employment Charter

Read next:

• Arbor Ales team up with Ravers2Runners to raise money for Caring in Bristol
• Future Leap announce the opening of their third Wildlife Photography Gallery
• Office Tech Suite joins the Better Business Network

Listen to the latest Bristol24/7 Behind the Headlines podcast: