Inclusive Workplace Practices

For example: recruitment, onboarding, meetings, facilities, flexible work, progression, benefits or reporting concerns.

Describe the process or condition rather than asking anyone to disclose personal information.

Separate known facts from assumptions. Note what policy, process, feedback or accessibility information still needs checking.

Choose a specific, proportionate improvement. Check employment, equality, privacy and accessibility obligations with qualified specialists where needed.

Name a responsible role, a realistic review date and a safe way for people to give feedback without forced disclosure.