Introduction

Equality, diversity and inclusion is connected to every part of your time at the council, including:

• Recruitment - how we attract and select candidates for jobs.
• In your job - through regular performance reviews and check-ins.
• Learning and development - help you grow and progress your career.
• Support - access to wellbeing resources, guidance and staff networks if and when you need them.
• Leaving the council - make sure the exit process is fair and respectful for you.

We all have a role to play in creating an inclusive workplace, by working better together and supporting each other to help make the council a place where everyone feels valued.

Working better together

The working better together guidance helps you create a respectful, fair and inclusive workplace.

It covers key equality, diversity and inclusion (EDI) ideas in plain language and shows you how small, everyday actions can make a big difference to the people around you.

What to know

• Small behaviours shape how people feel at work - microaggressions, assumptions and unconscious bias can unintentionally leave people feeling excluded.
• Not everyone starts from the same place - a person’s identity and lived experience affect the barriers they face.
• Speaking up does not have to be confrontational - small, safe actions help build a respectful culture.

Actions you can take

• Pause and reflect on your assumptions - ask yourself ‘What is influencing my thinking?’
• Use fair processes - clear criteria, consistent decisions, and accessible communication.
• Notice - who gets heard, who gets interrupted and who gets overlooked.
• Listen with empathy - when someone shares a concern or challenge.
• Challenge behaviour respectfully - does something feel off, check in on an individual privately.
• Ask what someone needs - don’t assume you know what they need. A simple how can I help goes a long way to support someone.
• Learn - keep learning about experiences different to your own.

Try this

• ‘I noticed that comment. Are you okay?’
• ‘Let's make sure everyone gets a chance to speak.’
• ‘Is this meeting format accessible for everyone?’
• ‘Can I ask what you meant by that?’
• ‘Would you like support, or would you prefer I just listen?’

Download the guidance document

Use the full guidance document to:

• spot things you might not have noticed before
• reflect on your own behaviour
• take actions that help everyone feel they belong.

If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.

Inclusive language

Inclusive language means choosing words that respect everyone and make people feel included. It avoids words that might offend, stereotype or leave people out and supports a positive culture where everyone feels valued and able to take part.

Allyship and advocacy

Allyship is supporting and standing up for marginalised, minoritised or oppressed people or groups, especially by using our own position or privilege to help amplify their voices or challenges. You can support your colleagues at work by being an ally for them.

Advocacy is supporting or speaking up for a cause, group or individual, gaining consent when advocating for someone, to create change or improve a situation.

HEART model

The HEART model of allyship and advocacy has been co-designed with minoritised colleagues working across all sectors of health and care across Humber and North Yorkshire to strengthen commitment to inclusion and equip colleagues with the knowledge and skills needed to be an active ally.

Unconscious bias

How someone thinks can depend on their experiences. They may have beliefs and views about others that might not be right or reasonable. This includes when a person thinks:

• better of someone because they believe they're alike
• less of someone because that person is different to them, for example, they might be of a different race, religion or age.

It is important you are not influenced by unconscious bias so that your decisions aren’t based on assumptions.

Learning and development

We offer learning and development opportunities that promote inclusivity and personal growth. These cover various topics, such as:

• Autism awareness
• Community in motion - active bystander training
• Challenging conversations
• Disability awareness
• Healthy chats
• Understanding neurodiversity.

Recruitment

Our recruitment process is designed to be fair and unbiased, giving everyone an equal chance.

If you are involved in a recruitment process, make sure you follow our best practice guidance and processes to support consistency and fairness. You’ll find out how to manage your vacancy and how to make a successful appointment to a post.

Performance reviews and check-ins

We support you to perform at your best by recognising and valuing your unique contributions at work.

The performance review process involves you and your manager setting you some objectives and discussing any development opportunities or support you may need. You should also have regular check-ins throughout the year to monitor your progress and wellbeing.