1. Pronouns in Email Signature
Adding pronouns (e.g., she/her, they/them, he/him) to email signatures is a small but impactful way to promote inclusivity. It normalises discussions around gender identity and reduces assumptions based on names or appearances.
For LGBTQ+ employees and clients, seeing pronouns in email signatures signals a welcoming and respectful environment. This practice also encourages others to share their pronouns, creating a culture of openness where people feel comfortable expressing their identities without fear of judgment.
How to implement:
- Encourage leadership and managers to lead by example by adding pronouns first.
- Provide a simple guide for employees on why pronouns matter and how to add them.
- Reassure staff that sharing pronouns is encouraged but optional.
2. Posting Job Adverts on Boards That Attract Diverse Talent (and Include Salary Brackets)
Traditional job boards may not reach underrepresented communities, limiting the diversity of applicants. Posting job adverts on platforms focused on minority groups can help agencies build a truly inclusive workforce.
Additionally, including salary brackets promotes transparency and reduces pay disparities, particularly for marginalised groups who may be disadvantaged in salary negotiations.
How to implement:
- Use job boards like DiversityJobs, Women Who Code, BMEjobs, LGBTjobs, Women in Tech, Careers with Disabilities, LGBTQ+ Careers, My GWork, NeurodiversityJobs, or DisabilityJob.
- Partner with organisations that support diverse hiring.
- Make salary transparency a standard practice in all job postings.
3. Flexible Hours and Work-From-Home Options
Not everyone thrives in a 9-to-5 office setting. Parents, caregivers, people with disabilities, and those managing mental health conditions often need flexibility to balance work and personal responsibilities.
Offering remote work and flexible hours improves work-life balance, boosts productivity, and increases employee satisfaction.
It also attracts a wider talent pool, ensuring the agency isn’t missing out on skilled professionals who require non-traditional working arrangements.
How to implement:
- Create a culture of accountability that accommodates remote work.
- Offer core working hours with flexibility around start and end times.
- Provide remote work options at least part of the week.
4. Honouring Religious Dates, Beliefs, and Activities
A truly inclusive workplace respects and accommodates religious diversity. Employees should feel supported in observing religious holidays, prayer times, or dietary restrictions. By recognising key religious dates and making reasonable accommodations, agencies show they value all cultural backgrounds, making employees feel respected and included.
How to implement:
- Create a diversity calendar with major religious and cultural holidays.
- Offer floating holidays so employees can take time off for religious observances.
- Ensure dietary needs are met at team events (e.g., halal, kosher, vegetarian options).
5. Making Sure Team Activities, Days, and Training Are Within the Working Week and Hours
Not all employees can attend after-hours social events or training sessions. Parents, caregivers, and those with disabilities may find evening or weekend commitments challenging.
Keeping these activities within paid working hours ensures equal participation and prevents certain groups from feeling excluded.
How to implement:
- Schedule team-building events during regular office hours.
- Offer recorded versions of training sessions for those who can’t attend live.
- Avoid alcohol-focused social events to be inclusive of those who don’t drink.
6. Ensuring Team Involvement in Decision-Making Processes
Employees who feel heard are more engaged, motivated, and committed to their work. A top-down approach to decision-making can alienate employees and stifle innovation. By involving the team in discussions about workplace policies, projects, and changes, agencies create a culture of trust and collaboration.
How to implement:
- Hold regular team meetings where feedback is actively sought and valued.
- Use anonymous surveys to gather honest input from employees.
- Implement an open-door policy where leadership encourages staff to share ideas.
6. Ensuring Team Involvement in Decision-Making Processes
Employees who feel heard are more engaged, motivated, and committed to their work. A top-down approach to decision-making can alienate employees and stifle innovation. By involving the team in discussions about workplace policies, projects, and changes, agencies create a culture of trust and collaboration.
How to implement:
- Hold regular team meetings where feedback is actively sought and valued.
- Use anonymous surveys to gather honest input from employees.
- Implement an open-door policy where leadership encourages staff to share ideas.
7. Create an Access Rider for Each Team Member
Everyone has different communication preferences, learning styles, and ways they feel most productive. An access rider is a personalised guide that helps managers understand how each team member works best, ensuring communication is accessible and inclusive.
This is especially important for neurodiverse employees, those with disabilities, and anyone who may struggle with traditional communication methods.
How to implement:
- Ask your team how they prefer to be communicated with. Some may prefer email over meetings, while others thrive with face-to-face discussions.
- Ask new recruits how you get the best out of them, communication-wise, and anything managers should avoid. This helps set up a positive working relationship from the start.
- Build in different ways of communicating key information. Some people absorb information best via video, while others prefer a Slack update or a written summary. Offering multiple options ensures inclusivity.
