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Discover how you can ensure your induction considers all aspects of inclusion, race, gender, neurodiversity and more.

During induction, employers play a pivotal role in setting the tone for a culturally aware and inclusive workplace.

Key things to remember during this crucial period:

  1. Cultural sensitivity training - incorporate this into your induction to raise awareness and foster understanding among all employees. This training should cover topics such as unconscious bias, stereotypes, and respectful communication across different cultures.
  2. Neurodiversity training - ensure all new employees go on neurodiversity training as part of their induction. It’s estimated that 20% of the working population is neurodiverse so this will support new staff to feel supported and help other colleagues understand how best to empower and support their diverse workforce.
  3. Create a safe space - if your new employee declares that they have a disability, ensure you create a safe space for them to talk about what their individual needs are. Ask them what they need to be successful at work, listen and put these in place where it’s reasonable to do so. Offer support from an occupational therapist and utilise where necessary.
  4. Diversity and inclusion policies - ensure new employees are familiar with your diversity and inclusion policies from the outset. Emphasise the importance of respecting and valuing diversity in all its forms, including race, ethnicity, religion, gender identity, sexual orientation, disability, and age.
  5. Promote open dialogue - encourage constructive conversations about diversity and inclusion during the induction process. Provide opportunities for employees to share their experiences, perspectives, and concerns in a safe and supportive environment. Actively identify any needs or reasonable adjustments.
  6. Lead by example - set positive examples of inclusive behaviour from the top down. Leaders and managers should actively demonstrate respect for diversity and inclusion in their interactions. This includes celebrating cultural holidays, acceptance weeks and days, acknowledge diverse achievements, and actively seeking out diverse perspectives in decision-making processes.
  7. Address microaggressions - educate employees about microaggressions and their impact on others. Equip new starters with strategies for addressing and confronting microaggressions in a constructive manner and provide clear channels for reporting incidents of discrimination or harassment.
  8. Accommodate cultural practices - this may include offering flexible scheduling for religious observances, providing prayer rooms or quiet spaces, and respecting dietary restrictions during company events.
  9. Language accessibility - ensure all induction materials and communications are accessible to employees who may speak languages other than English, require sign language or other support such as neurodiversity. Provide translated materials, interpreter services as needed, use non-ambiguous language, clear and concise sentences, or the use of assistive technology to ensure that all employees can fully participate in the induction process.
  10. Celebrate diversity - take the opportunity to celebrate the diverse backgrounds and experiences of employees during the induction process. Highlight cultural events, heritage months, and diversity initiatives, and encourage employees to share their cultural traditions and stories with one another.
  11. Cultivate relationships - encourage employees to build networks within the workplace. Provide opportunities for team-building activities, cultural exchange events, and diversity-focused groups to help foster understanding and solidarity among employees from different backgrounds.
  12. Continuous learning and improvement - commit to ongoing learning and improvement in the areas of diversity and inclusion. Regularly review and update induction materials, policies, and training programmes to ensure they remain relevant and effective in promoting a culturally aware and inclusive workplace environment.

By prioritising these during the induction process, you can lay the foundation for a workplace culture that values and embraces diversity, fosters inclusivity, and empowers all employees to thrive.

Supporting resources and useful links

For further support see our resources on supporting a diverse workplace.