Equality can be and should be planned

Equal opportunities, inclusion and diversity are now trendy. Fortunately, more and more workplaces are feeling their own responsibility to tackle discrimination, which in the long run will not only result in the mental well-being of employees, but also in the effectiveness of the company.

For some time now, it has not just been a matter of whether a management team is happy to address the issue of equal opportunities in the workplace. Act CXXV of 2003, which aims to reduce discrimination, clearly states that budgetary bodies and majority state-owned legal entities with more than 50 employees must adopt an equal opportunities plan, and local governments and multi-purpose minority associations must draw up a five-year equal opportunities programme. In addition, compliance with the Equal Opportunities Act is also a guarantee and opportunity to obtain EU and state funding.

The equal opportunities plan must contain very specific commitments and programme points to prevent and combat discrimination, which are as follows:

• general objectives and ethical principles
• group or groups concerned (age, gender, colour, financial situation, religious beliefs, sexual orientation, etc…)
• areas of provision (recruitment and selection, training and development, definition of working conditions, etc…)
• the structure of the programme to ensure equal opportunities
• the employer’s commitments to equal opportunities
• the possibilities to lodge a complaint

Why is an equal opportunities plan worthwhile for the employer?

As with all human actions, there are extrinsic and intrinsic motivations for drawing up an equal opportunities plan. 

It goes without saying that legislation falls into the category of extrinsic motivation, but in the long run it is intrinsic motivation that creates a more colourful and inclusive corporate culture. The main motivator for this can be a committed leader and a fundamentally inclusive attitude among employees.

Having a plan and communicating it properly to both employees and the outside world can also be a building block of trust. In my previous article, I explained in more detail the real importance of building trust at company level. Such a plan sends a message to employees that management is firmly committed to equal opportunities and non-discrimination, which not only gives the company increased credibility, but also suggests accountability and increases commitment to the workplace and overall work ethic. In such an environment, it is not surprising that creativity and a willingness to innovate are enhanced, which can lead to long-term profitability for the company.

 
Diversity & Inclusion & Business Conference

As I mentioned above, for years now, the issue of equal opportunities in the workplace has been increasingly addressed in a variety of ways and in a number of places. Most recently, in October 2021, the Diversity & Inclusion & Business Conference was jointly organised by Human Telex Consulting and the Employers’ Equal Opportunities Forum, and you can read more about it here and here. Thank you for organising this event and remember: diversity is the way forward.