Action 1.3C: Prohibit discrimination and promote respect for difference in HR procedures and company codes of conduct.

Guidance

To foster an inclusive and respectful workplace, it is essential to prohibit discrimination and promote respect for difference within HR procedures and company codes of conduct, explicitly referencing disability as a ground for discrimination in line with the law.

Disrespectful and discriminatory behaviour towards disabled staff has been and continues to be regularly experienced, as communicated throughout the consultation process.

“The day after a networking meeting, which I thought had went well, I was asked “how did you even get this job?” by another manager.”

WIDE Consultation Participant – Disabled Person

Specific procedures which may be relevant to develop include those concerning anti-discrimination, bullying, and harassment.

“While working in Retail the radio was always on meaning there was constant noise – I wasn’t allowed to turn it down or off meaning I couldn’t hear customers due to the radio with my hearing difficulty. Apparently, it was more important for the shop to have the radio on than for me to hear the customers. Another day I turned it down myself and was reminded I didn’t have the authority to do so. I felt very disempowered.”

WIDE Consultation Participant – Disabled Person

Ensure that these policies are clear, visibly supported by leadership, well communicated and consistently upheld, and include specific consequences for any proven infringements.

This helps create a culture of zero tolerance for discrimination, a safer and more supportive environment where all employees are treated as valued colleagues, and staff members have paths to seek accountability when violations occur.

“On the first day, I was told I was working on the floor. I got an injury due to this; my disability prevents me from this type of work, and this is why I disclosed this at interview. I dislocated my shoulder, which happens to me all the time. I asked could I go to another room to fix this, as I know what to do as it is common for me. I was told I couldn’t. I ended up in hospital and needed a week off. I was criticised for doing this by the company. I felt intimidated”.

WIDE Consultation Participant – Disabled Person

In addition to enforcing these policies, more positive and proactive measures to develop a culture of inclusion and respect for difference can include the recognition of good inclusive practice by teams/individuals through in-house company awards programmes, and/or the development of a Team Charter/Code of Ethics with input from staff about the kinds of respectful and inclusive behaviours they wish to see demonstrated in the workplace.

By combining strict anti-discrimination policies with positive reinforcement, you create a balanced approach that both punishes negative behaviours and encourages a culture of respect and inclusion. This approach helps ensure that all employees feel valued and respected, contributing to a more cohesive and productive work environment.