10 ways to manage employees’ expectations around inclusion and diversity

Turning commitments into action

In recent years employee expectations of inclusion and diversity have shifted dramatically. You may have recently taken part in National Inclusion Week – joining this celebration of inclusion is a fantastic way to show your commitment to inclusion but it comes with the responsibility of Taking Action, Making Impact – the theme for National Inclusion Week 2023. If you have made a commitment to inclusion your employees will also expect you to follow through and deliver on these commitments.

Inclusion and diversity on a global stage

Beyond the world of National Inclusion Week, inclusion and diversity is on people’s agenda like never before. People now want and expect more from employers, business, community and government – words and promises are not enough. Employers are expected to be accountable, and people need to see meaningful values and action.

A generation committed to I&D

This is important at every stage of the employee life cycle, especially in recruitment, as Gen Z begin to enter the workforce. As the most diverse generation (to be working age) yet, they naturally have higher expectations when it comes to I&D and will seek out employers who are actively working to be more inclusive and diverse.

10 ways to manage employee expectations around I&D

1. Make sustainable changes with real impact

It can be tempting to respond to energetic suggestions for activities that sound interesting or fun, but be mindful of the impact this can have. It can be easy to end up with an I&D initiative that is more like entertainment than a programme that creates sustainable change. Use our  inclusion and diversity calendar and webinar programme to support focused activity.

2. Build realistic foundations

Never commit to doing something that you can’t pull off. This can be tricky because we all need to be bold and ambitious, but if you have no support and low chances of success, it can sometimes be better not to try at all. Instead, find something less ambitious that will be a success and build from that foundation.

3. Make data-informed decisions

Use data wherever possible to inform your plans. Some of this data should be the opinions of employees; colleagues need to be heard and are more likely to share thoughts and information about themselves if they can see positive steps happening as a result.

4. Share I&D comms and resources

We know that the appetite for I&D news, perspectives and updates is huge in workforces. One way to meet this demand is by sharing our podcasts, our monthly newsletter  Inclusion Insights, and our weekly newsletter, Everyday Inclusion, if you’re a member. To build a greater understanding of inclusion you can also book colleagues onto our webinars.