Respectful and Inclusive Workplace Culture
In an inclusive and respectful workplace, workers enjoy freedom from discrimination, freedom of opinion and expression, freedom of thought, conscience, and religion, and the right to privacy. The company ensures appropriate policies, practices, safe and accessible feedback mechanisms, internal narratives regarding inclusion and diversity. Company leaders help build and maintain a respectful and inclusive workplace culture and model these behaviours. In this workplace, Indigenous Peoples, persons living with disabilities, women, individuals who identify as LGTBQIA2S+, persons belonging to national or ethnic, religious, and linguistic minorities, as well as migrant workers, older workers, and other equity-seeking groups feel safe, able, and welcome to be themselves and are able to express or engage in religious practices, beliefs, and observances as well as the cultural practices of Indigenous Peoples, including through work schedule accommodations.
The International Labour Organization's tools and resources for business on non-discrimination and equality provides guidance that will help you support equity related to gender, age, HIV/AIDS status, and disabilities, as well as understanding the rights of Indigenous and tribal peoples.
Racial Equity Tools has compiled a vast library of resources that will help you to understand and advance racial equity within your organisation. The library is arranged into four broad "themes," including fundamentals, such are core concepts, the history of racism and movements, data, and resources; planning that examines key issues, such as economic security and language justice; acting to find strategies and advocate for ending structural racism and advancing social change; and evaluating progress and results.
Just Capital's Corporate Equity Tracker provides a way for people to easily access and view the racial equity commitments and actions taken by organisations. Once on the website, users will have the ability to sort their searches based on the company, industry, number of employees, or policies.
If you are searching for news, research, or other information on labour-specific topics (e.g. wages, fair recruitment, decent work, etc.), this is a good place to start. The International Labour Organisations' is a one-stop shop for work-safety related resources. Their platform includes international labour standards, codes of practices, training materials, good practices, reports, and papers and policy briefs, and also provides sector-specific content.
Chief Diversity Officer Doug Melville explains the need for people to step away from the comfort of commonality and lean into diversity, "where growth happens." He proposes nine steps that can be quickly implemented to improve diversity intelligence.
This report, completed by researchers led by Stephanie Creary at The Wharton School of the University of Pennsylvania, explores the relationships between workplace culture and business outcomes. It presents results from the U.S Distributed Workforce Sample, which serve as a foundation for informing managerial action on diversity, equity, and inclusion, and provides key findings and recommendations for middle managers responsible for implementing related initiatives. If you or our organisation are new to effecting DEI-related change, this research may help you to fine-tune the focus of your actions.
The Canadian Centre for Diversity and Inclusion (CCDI) has created a range of reports, resources, and toolkits to help you with advancing equity and challenging racism in the workplace. These resources include leadership and workplace guides that focus on creating inclusive and safe spaces, as well as step-by-step toolkits that explain how to navigate race in the workplace and develop a diversity and inclusion strategy. Although much of the CCDI's content is written from a Canadian context, most of their insights and lessons are universally relevant.
White supremacy culture can manifest in subtle ways within the workplace, such as through perfectionism, defensiveness, paternalism, and individualism. This primer will help you to understand and better identify problematic attitudes and behaviours, and to proactively build a more inclusive, collaborative, and supportive environment.
Established by the UN Global Compact and UN Women, The Women's Empowerment Principles (WEPs) serve as guidelines that will help your leaders, HR professionals, and change agents to promote gender equality and empowerment in the workplace. Adopting these principles involves six main stages: Consider, Sign, Activate, Engage, Sustain, and Report. Towards helping you understand and progress through these stages, the WEPs has created a comprehensive brochure that features tools, examples, insights, and other resources.
Dr. Helen Turnbull, an Internationally recognized expert in global inclusion, explains how inclusivity efforts can be hindered by a preference to be surrounded by people within an ingroup, otherwise known as the affinity bias.
The physical, emotional, and economic safety of Black Americans is constantly threatened by the participants and beneficiaries of systemic racism. This article, written by JUST Capital, presents a list of concrete and actionable steps that people within organizations can take to address systemic racism and support the physical, emotional, and economic safety and security of Black Americans. Five primary actions are presented, including supporting the Black Lives Matter Movement; providing a safe and supportive work environment; assessing the workforce; examining practices; and conscientious recruitment.
Adopted by the General Assembly in September 2007 by a majority of 144 states in favour, the United Nations Declaration on the Rights of Indigenous Peoples establishes a universal framework of minimum standards for the survival, dignity, and well-being of the Indigenous peoples of the world, and elaborates on existing human rights standards and fundamental freedoms. The declaration provides a trajectory for advancing lasting reconciliation with Indigenous peoples, and it should be used to inform any statements, policies, or practices related to Indigenous Peoples that your organisation is developing and implementing.
Racism is prevalent within all communities supporting the daily operations of all corporations. The Anti-Racism Business Ressources: Commit and Act by the B-Lab offer detailed steps that organisations can take to build inclusive environments. This report is divided into two sections: Commit and Act. 'Commit' presents examples of how The B-Lab has initiated a shift to become an anti-racist organisation, and explains why other B-Corporations should do the same. 'Act' includes a curated selection of articles that outline and explain specific actions you can take to making your business an anti-racist work space.
Tackling Discrimination against Lesbian, Gay, Bi, Trans, & Intersex People: Standards of Conduct for Business
This guide was created to support rights-affirming interactions between companies and a wide range of stakeholders, and it is a good starting point for businesses looking to review or establish policies and practices that respect and promote the human rights of LGBTI people. It provides five concrete steps, examples of best practices, case studies, and other practical guidance to companies on how to respect and support the rights of LGBTI people in the workplace, marketplace, and community. The standards are grounded in existing international human rights law and align with the UN Guiding Principles on Business and Human Rights.
This free tool will help you to strengthen policies and processes that advance LGBTIQ+ inclusivity and tackle discrimination within the workplace. lt uses a gap analysis methodology and questionnaire to provide recommendations based on the maturity of your journey.
This resource from PolicyLink provides a roadmap that can help companies understand and address the intended and unintended consequences of their products, policies, and practices on people of colour. The guide seeks to advance racial equity by providing key recommendations across three domains of corporate influence: within the company, within relevant communities, and at the societal level. It also includes profiles of companies whose work is advancing equity in these three spaces. This guide is a good starting point for leaders and agents of change who want to advance their business from simply "not racist" to deliberately and credibly "anti-racist."
Pressure is mounting on businesses to pursue social equity and address and reduce disparity in opportunities within the workplace, but many companies struggle to identify and prevent the causes. This research note from the International Labour Organization will help you to better understand unconscious gender bias and the barriers it creates for women’s career advancement, as well as how to mitigate and overcome the effects. The report explores how such bias manifests in the workplace and includes methods, metrics, and training tips for addressing the issue.
This document will help you to begin setting credible goals around gender equality in the workplace. It introduces high-level steps, such as establishing baselines, and includes examples of the philosophy and process behind conceiving and delivering upon such gender equality-related targets.
Although this document focuses on setting targets for gender equality within the context of retail banking, the principles and examples are broadly applicable.
This guide from BSR provides a framework for the implementation of good working conditions, and in particular for women. It explores the topic of mainstreaming gender equality, and especially within codes of conduct, and introduces nine principles that will help you to integrate gender equality considerations into the standards you use both internally and within your supply chain. Each principle features a summary, case studies, and recommended revisions and opportunities for leadership.
Understanding and Implementing the UN Declaration of the Rights of Indigenous Peoples: An Introductory Handbook
This handbook provides an introductory overview of the UN Declaration on the Rights of Indigenous Peoples. It provides a summary on the UN Declaration and explains how it relates to and is recognised within international law, and includes accessible primers on a range of Indigenous rights enshrined within the UN Declaration, including economic and social rights and the right to lands, territories, and resources. This is a good starting point for leaders and agents of change who want to familiarise themselves with the context of Indigenous rights and relations within Canada.
This report from the World Business Council for Sustainable Development (WBCSD) explores some of the key DEI challenges faced by companies from WBCSD's Future of Work working group. It presents the case for focusing on and advancing DEI in the workplace; explores solutions that the companies in WBCSD's working group have implemented in their pursuit of leadership in this space, with a specific focus on identifying and sharing practical approaches to building more progressive workplaces; and explores emergent leading DEI practices and some of the factors that enabled successful mainstreaming.
This primer provides a helpful high-level summary of diversity and inclusion that will benefit executives, board members, and other business leaders. It explains the present-day context of diversity and inclusion, both within the workforce and in senior leadership roles; and highlights both the risks of inaction and the opportunities provided by advancing DEI, such as by improving hiring practices, advancing managerial accountability, and creating and supporting employee resource groups.
This article explores how a lack of trust between older and younger workers contributes to a culture of resentment that sows division and impacts productivity. It offers a four-part framework to help you manage an age-diverse team and better integrate their skills, knowledge, and networks. This framework includes identifying assumptions, adjusting your lens, taking advantage of differences, and embracing mutual learning.
Employers often overlook the candidacy of people with neurological conditions, despite the extraordinary skills they may bring to the workplace. This article explains the benefits of pursuing and accommodating neurodivergent talent, and explores why companies often fail to recruit and support these peoples. It also highlights HR programs and efforts to access neurodiverse talent, including the use of non-interview assessment processes, setting up support systems, and scaling and mainstreaming neurodiversity programs.
Suggest a Resource
Do you have a resource that helped you? We'd love to see it.