Creating an inclusive workplace culture

A positive workplace culture is a vital element to the growth and success of any institution.   Social and cultural norms are adapting and changing on an unpresented scale, from recognising and addressing stress and mental health in the workplace as a result of the global pandemic, to managing flexible working. In addition, there has been increasing scrutiny of workplace practices around the menopause as research commissioned by Health & Her indicated that the UK could be losing fourteen million workdays a year as a result.

In our webinar, “Getting everyone on board – how to create an inclusive workplace culture”, Shakespeare Martineau will provide you with the tools needed to ensure your institution is able to respond to these changes accordingly. We will help you to prepare your managers, equipping them with the skills and knowledge to promote a positive and inclusive culture in the workplace.

What are the issues surrounding inclusive workplace culture?

The Menopause

With one in three members of the workforce now being over the age of 50 and 74% of women over the age of 60 in employment, it is vital that employers ensure women are supported through the menopause.  There has been a noticeable rise in menopause cases in employment tribunals in recent years.  Research by Menopause Experts Group suggests that there were 16 tribunals citing menopause in 2020. This has increased from six in 2019. 

The impact menopause has on an individual’s health can affect how they work, their confidence and relationships with colleagues whilst also having a knock-on-effect on absence and productivity.  To avoid losing valuable skills and experience and to allow retention of older female staff, employers need to address menopause in the workplace with sensitivity, ensuring staff are trained to understand the symptoms of the menopause.

Flexible Working

Throughout the pandemic, our working lives changed drastically as many employees were required to work from home.  Cue a return to ‘normal’ and flexible or hybrid working became important to many individuals, who were accustomed to being able to fit work around their family and other commitments.

Many organisations have adopted a hybrid working model in addition to the legal right to request flexible working. It is important for employers to deal with requests for flexible/hybrid working in a reasonable manner. Failure to do so could result in employment tribunal claims, particularly from women who often bear the lion’s share of caring responsibilities. We will talk through the pitfalls and highlight the steps that can be taken to protect the institution.  

Stress and mental health

As we come through the other side of the COVID restrictions, it is clear the significant impact the pandemic has had on employee mental health and will continue to do so whilst employees still feel the effects of the pandemic.

In December last year, a report published by the Health and Safety Executive found that stress, anxiety and depression caused half of all work-related illness in the previous 12 month period.  Although stress, anxiety and depression had seen rates of self-reporting trending upwards before the pandemic, unsurprisingly, the self-reporting rate has continued to rise.  Therefore, supporting employees in relation to mental health has never been more important with regard to creating an inclusive workplace. 

Our team will be hosting a highly informative, case study based interactive session in relation to these important areas and give you the tools to help promote a positive culture in your institution. 

Join the team from Shakespeare Martineau LLP at UHR22: Getting everyone on board – how to create an inclusive workplace culture.