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Best practices for promoting equality, diversity and inclusion in the workplace

Take a look around your workplace and imagine what it would look like if it were a person. Does it look like you? Does it represent your values? Do you feel comfortable here?

If you're a business leader, you might easily reply “yes” to all these questions. After all, you've helped shape this workplace through leadership, decision-making and recruitment choices. Now, imagine you’re an employee. How might your answers change?

In today’s evolving workplace, equality, diversity, and inclusion (EDI) are critical for creating environments that reflect and respect the unique perspectives and experiences of every employee. 

Here at Access CPL Learning, we have a wealth of experience in helping businesses build fair and inclusive environments that foster collaboration and growth. In this article, we’ll share our insights into how business leaders can actively promote EDI, identify areas that may need improvement and take actionable steps toward a balanced workplace where everyone feels valued. Let’s get started.

Posted 13/03/2025

equality, diversity and inclusion in the workplace

What are equality, diversity and inclusion?

Equality, diversity and inclusion are familiar keywords that pop up on everything from forms at the doctors through to job applications and school places. It may sound like they’re there to ensure everyone is treated the same but that’s not necessarily the case. People are different so treating everyone exactly the same doesn’t really make sense. Imagine you have a cut on your finger and someone hands you a plaster and says, “Here’s a plaster for the cut on your finger.” Now imagine a colleague has a headache and the same person says “Here’s a plaster for your headache.” You and your colleague have been offered the same treatment and been treated exactly the same but, offering your colleague a plaster doesn’t accommodate their differences or match their needs. The same applies to ensuring equality, diversity, and inclusion within the workplace. It’s about managing needs - ensuring people feel involved, comfortable and able to progress without unfair, unbalanced restrictions.

Now we’ve looked at the overall meaning of equality, diversity and inclusion (EDI), let’s look at how each is defined.

What is equality in the workplace?

Rather than treating everyone exactly the same, here, equality refers to the fact that you cannot legally make protected characteristics - such as age, sex, or race - barriers to job progression. 

What is diversity in the workplace?

As its title suggests, diversity covers a wide area of requirements to protect the individuals you employ. To put it simply, diversity refers to the range of people and their unique blend of ages, religions, ethnicities, abilities, and genders that make up your workforce; it’s their differences and experiences that make your business what it is. 

What is inclusion in the workplace?

Inclusion means fostering a workplace where every employee feels valued, supported, and safe to contribute. It ensures that all team members are encouraged to offer suggestions, raise concerns, and explore innovative approaches without fear of judgement or exclusion. An inclusive workplace is one where individual contributions are respected and everyone has the opportunity to thrive.

Why is EDI important in the workplace?

Boundaries in society can be a double-edged sword - while they sometimes highlight differences, they can also protect and empower. In the workplace, positive boundaries that support equality, diversity, and inclusion (EDI) encourage everyone to feel visible and valued. EDI policies provide that structure, helping attitudes, behaviours, and practices to evolve in ways that uplift both individuals and teams.

Here’s why EDI really matters:

  • Happier employees: When people feel safe, represented, and appreciated, they bring their best to work.

  • Better collaboration and fresh ideas: A workplace filled with different perspectives is a breeding ground for creativity and innovation. That diversity helps your business thrive.

  • Staff stick around longer: An inclusive workplace is a place where people want to stay. If you’ve noticed high staff turnover, it could be worth reviewing your EDI policies to spot any underlying causes, like:

    • Women not returning after maternity leave.

    • Staff moving on due to outdated pay structures or a lack of work-life balance.

  • Staying on the right side of the law: A solid EDI policy helps ensure you're legally compliant, protecting your business from complaints or tribunals.

  • Building a positive reputation: Prioritising EDI doesn’t just improve your workplace culture—it also protects your brand’s reputation and future-proofs your business by keeping up with the needs of your people.

Best practices to promote EDI in the workplace 

Have your say

One of the simplest ways to make sure your EDI policy is hitting the mark is through a thoughtfully crafted staff survey. By gathering measurable insights, you’ll be able to gain a broad view of your employee’s attitudes and concerns, while spotting potential issues before they escalate. Try not to be leading in the questions you ask - keep them neutral and offer anonymity to encourage honest, constructive feedback. You can also complement surveys with structured feedback sessions from a random selection of staff. This approach not only shows a commitment to EDI but also invites staff to have their say, making them active partners in the process.

Tips for an effective staff survey:

  • Ask neutral, non-leading questions.

  • Offer anonymity to encourage honesty.

  • Use structured feedback sessions with random staff members.

  • Track and monitor insights for potential improvements.

The business of recruitment

Recruitment is often where EDI policies come to life. A fair, inclusive recruitment process means casting a wide net, reaching diverse talent, and avoiding potential biases that could hold back your organisation. Not only does diversity improve your odds of finding someone perfectly suited to the role, but it also brings fresh perspectives that can enrich your workplace culture and drive innovation. Monitoring recruitment practices regularly can reveal areas for improvement and ensure your team reflects a broad spectrum of talent, backgrounds, and ideas.

Key points for inclusive recruitment:

  • Reach diverse talent by casting a wide net.

  • Regularly monitor recruitment practices to ensure fairness.

  • Ensure diverse perspectives are represented.

Employee resource groups (ERG)

ERGs can be a powerful way to keep the heartbeat of EDI alive in your organisation. Think of them as communities within your business, where people with shared identities or interests can connect, feel represented, and strengthen ties to your organisation. Beyond providing representation, well-managed ERGs support retention by making all employees feel they belong. When ERGs are equipped with clear objectives and open channels of communication, they become an integral part of a thriving culture and make your organisation an attractive option for future talent.

How to manage effective ERGs:

  • Provide clear objectives and guidelines for ERGs.

  • Open communication channels between ERGs and leadership.

  • Support ERGs with resources and recognition.

Training and development for all

Building an inclusive workplace isn’t a one-off goal; it’s a journey that requires continuous learning. Access Hospitality offers online courses specifically designed to help your business become a safe, inclusive environment where everyone feels supported. Learning covers everything from our Open-Minded Recruitment Online Course to our LGBTQ+ Awareness Course, helping decision-makers and employees alike to fully understand the principles and commitments behind your EDI policy. A proactive training program keeps your team aligned with your values and shows that inclusivity is an ongoing priority.

Training opportunities with Access CPL Learning:

  • Open-Minded Recruitment Online Course.

  • LGBTQ+ Awareness Course.

  • Ongoing EDI development programs.

Create an inclusive and empowering workplace with Access CPL Learning

Promoting equality, diversity, and inclusion in the workplace isn’t just about compliance; it’s about fostering an environment where every individual feels valued and empowered. In this article, we’ve explored the importance of EDI, from creating a positive workplace culture and supporting employee retention to ensuring legal compliance and driving business success. By implementing best practices - such as inclusive recruitment, regular feedback through surveys, ERGs, and ongoing training - hospitality operators can make meaningful strides toward a more inclusive workplace.

At Access Hospitality, we’re here to support you on this journey. With a range of EDI-focused training courses, we provide the tools and knowledge needed to build safe, inclusive environments where everyone can thrive. To get started, take a look at our Equality, Diversity and Inclusion Online Course and start empowering your team today.