Preparing for change

The UK government have labelled the Employment Rights Bill the “biggest upgrade to rights at work for a generation.” This wave of new laws gives organisations a special chance. You can do more than just comply; you can also connect these changes to your inclusion goals and embed best practices into structural changes to policies.

However, with additional duties, policies, and reporting requirements, the risk of organisations getting stuck in ‘compliance mode’ is significant. Inclusive Employers encourage leaders to take this opportunity to create real change and tackle some of the systemic barriers in your organisation. By updating your policies and procedures to comply with these changes, you will also work towards creating an inclusive culture.

Organisations embracing inclusive leadership and rethinking their policies will be better positioned to succeed in the future. Increasingly, we’re seeing top talent scrutinising organisational policies, practices and results in inclusion when they’re considering whether to join an organisation. By adopting a proactive, inclusive approach, your organisations will be prepared to thrive in an evolving landscape, including attracting and retaining top talent.

Key inclusion priorities for 2025

1. Addressing legal changes with an inclusion lens

Before the Employment Rights Bill begins to move through Parliament, we have already seen the new sexual harassment law changes from October 2024 and the upcoming Neonatal Care (Leave and Pay) Act. These changes need a proactive response from all organisations, and both changes offer opportunities for embedding inclusion.

Inclusion 2025 actions  

• Intersectional training: Ensure that sexual harassment prevention training reflects the varied lived experiences of all employees, including marginalised groups.
• Policy co-creation: Engage employee resource groups (ERGs), unions, and stakeholders to develop inclusive and equitable policies.
• Embedding inclusion: Use these changes to create a culture of belonging. Move beyond just following rules to developing real inclusive practice.

Inclusive Employers provides expert consultancy and training to align your practices with these transformative changes.

2. Harnessing the power of diversity data

With ethnicity and disability pay gap reporting to become mandatory for organisations with over 250 staff, organisations must prepare now to collect and use meaningful data. For many, the journey starts with addressing gaps in data collection and overcoming barriers of mistrust.

Inclusion 2025 actions  

• Build trust by being open. Share why you are collecting diversity data, what you will do with it, how you will keep it secure, and crucially: share regular updates
• Focus on data literacy: Train teams to understand and act on data insights effectively, linking them to organisational goals.
• Go beyond pay gaps: Use data to evaluate the impact of inclusion initiatives and track progress against broader objectives.

With Inclusive Employers support you can look to implement effective data strategies, fostering trust and actionable insights.

3. Responding to division and conflict in the workplace

As global political tensions rise, workplaces are increasingly becoming sites for societal divisions. Unaddressed, these tensions can harm psychological safety, disrupt collaboration, and erode trust.

Inclusion 2025 actions  

• Create safe spaces: Develop frameworks for respectful dialogue, enabling employees to navigate differences constructively.
• Equip leaders to mediate: Train managers to address conflicts sensitively while championing inclusive values.
• Strengthen belonging: Build a culture where all employees feel valued and heard. This should be true for everyone, no matter their views or backgrounds.

By becoming a Member of Inclusive Employers, you gain access to valuable support in tackling workplace challenges, while also benefiting from being part of a network where you can learn from other members and share insights to foster a culture of safety and connection.

Leading the change: Actions for building inclusive workplaces in 2025

2025 presents a unique opportunity for leaders to transform their organisations and align with the evolving principles of inclusion. To create workplaces where diversity thrives, leaders must:

• Treat compliance as the starting point for innovation and inclusion.
• Engage employees in co-creating policies that reflect diverse needs.
• Build trust through transparency and inclusive communication.
• Equip leaders to model inclusive behaviours and navigate conflict.
• Use data strategically to drive equity and track progress.

At Inclusive Employers, we’re here to help. With our Membership, we offer smart and flexible support. This helps leaders tackle challenges, create strong cultures, and make real progress.