Page 21 - Anti-Racism Pocketbook for Schools and Academies

To establish an environment where inclusion is genuinely valued,
equality, diversity, and inclusion needs to be embedded into the core

values of an organisation.

Policies, processes, procedures, practices and people management

strategies provide a roadmap for every interaction, complaint, and
guidance needed for fair and equitable decision-making. However, it

should be recognised that employees need to follow these 5Ps in
order make a difference. A policy is not action. Policy should not be

used as an easy placeholder to subdue government, employee, and

customer needs, it needs to be put into practice to ensure that
everyone person is able to feel safe in the workplace. Writing a policy

and creating an action plan that is resourced and funded ensures
implementation.

Here is a list of actions that an organisation can do to ensure that
policy is being implemented:

• Develop a specific department/team to guarantee that equality
and diversity policy is being communicated to staff and being

followed/implemented.

• Ensure easy access to the organisation’s complaints process and

the different stages involved.

• Keep record of any complaints, investigations, and outcomes

• Monitor all stages of employment complaints process

• Send regular communications and reports to employees relating

to EDI

• Educate and build awareness about through training and
development

It is important to develop a framework policy that includes an

organisations diversity and inclusion goals. Induction and updates on

company policies, processes, procedures and practices will allow
employees to understand their organisations position on reporting

inequality and understand their rights and responsibilities.

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