A Guide to National Inclusion Week

What is National Inclusion Week?

National Inclusion Week is a UK-wide initiative that showcases the importance of workplace inclusion. It’s organised by Inclusive Employers, which is the leading membership organisation for employers that prioritise inclusivity in their workplaces. 

As a dedicated week of events and activities across the UK, National Inclusion Week celebrates the benefits of inclusive workplaces. Each event aims to help companies benefit from building inclusive cultures at work. And companies of all shapes and sizes can get involved. 

In 2024, most UK organisations understand the importance of having proper DEI (Diversity, Equality, Inclusion) policies. But many still need to appreciate the tangible benefits that cultivating a diverse and inclusive workplace culture offers. Plus, it’s important they do since more than 30% of Gen Z employees say they want to work for employers that prioritise inclusion. 

When is National Inclusion Week 2024?

In 2024, National Inclusion Week runs from the 23rd to the 29th of September. This year the theme is ‘Impact Matters’, which aims to encourage everyone to understand, identify, and measure their impact on marginalised groups, regardless of their role or position.  

It’s free to take part in National Inclusion Week. But those who want a more comprehensive impact can upgrade to Full Supporter. Joining for free can award you benefits like: 

• Free registration for National Inclusion Week events
• A business case for inclusion guide
• Self-assessment to become an inclusion champion 
• An editable press release with details on the theme to circulate among staff
• Logos, branding, posters, and bunting to support your events

You’ll need to pay £350 to upgrade to a Full Supporter level where you can expect to receive the following benefits: 

• An ‘Impact Matters’ guide: A helpful, step-by-step guide on how to make an impact as an inclusive employer during National Inclusion Week
• The National Inclusion Week 2024 quiz: A fun and interactive organisation-wide quiz on inclusion that lets every member of staff participate. 
• An on-demand webinar – Inclusion Voices: A webinar based on lived experience with worksheets for teams to become involved. 
• Exclusive supporter logo: For companies to make visible their commitment to inclusion.

What is Workplace Inclusion?

When we talk about workplace inclusion, what exactly do we mean? In general, it means a working environment where everyone feels free to be their authentic selves. In all interactions including digital and face-to-face, an inclusive workplace is one where everyone can share who they are without feeling marginalised, judged, mocked, or discriminated against. 

Employers should focus on several different areas when attempting to promote more inclusive and diverse workplaces. For instance, over 30% of employees say they’ve experienced microaggressions at work ranging from ageism to sexism and ableism.  

If employees experience too many verbal or environmental microaggressions at work it can lead to poor mental health.  Studies show that people from minority backgrounds have to work harder to maintain relationships with others in the workplace when they experience a higher rate of microaggressions. And experiencing this over time can lead to burnout. 

A good example of a company showcasing its support for inclusion is Mercedes-AMG Petronas Formula One Team. The firm asked staff to share their thoughts on inclusion as part of ongoing National Inclusion Week celebrations. And it’s worth watching to find out what workplace diversity and inclusion means to people from diverse backgrounds. 

How Does Inclusion Benefit Companies and Employees?

From improvements in decision-making to higher rates of productivity and profitability, the stats are clear that more inclusive and diverse teams lead to better, more positive outcomes. So, let’s look at some data to back this up. 

• Inclusive teams are over 35% more productive and make better decisions almost 90% of the time. 
• Research from McKinsey reveals companies with less than 20% of women on their C-Suite or exec team have declining, flat, or slow profitability.
• Companies with a diverse workforce earn 2.5x higher cash flow per employee. 
• More than half of LGBTQ+ employees believe that when they’re ‘out’ at work it improves their ability to engage with customers. 
• Organisations with ethnic diversity in the top quartile have over a 35% chance of achieving financial outperformance. 
• Organisations with gender diversity in the top quartile have more than 25% likelihood of financial outperformance over their competitors.

Research from Bupa also shows a direct link between low levels of inclusion and workplace absenteeism. In effect, when employees aren’t seen, accepted, or included this can lead to mental distress and sometimes isolation. Employees who feel psychologically safe and valued are more likely to engage with their roles and with the employer’s purpose leading to greater dedication and productivity. 

How to Celebrate National Inclusion Week 2024 in the Workplace

With a better idea of what National Inclusion Week is, how can you start the ball rolling to celebrate this week as it comes up in September? To help, we’ve put together a five-point plan you can follow: 

Assess Your Involvement

Each company will be at a different stage in its development of DEI or inclusion efforts. And, of course, some companies have more resources than others. Starting by assessing these aspects and your organisation’s willingness to participate will help you make the most of any efforts you put in. 

For instance, a couple of well-executed initiatives including internal and external promotions on social media may be enough to raise the awareness you need. 

Be Inclusive

The key to a successful National Inclusion Week is to be fully inclusive and get everyone across the organisation involved. You could set up initiatives like establishing safe spaces or dedicated meetings for specific protected characteristics where everyone can feel safe and supported to be vulnerable and open. Sharing the highlights of these meetings internally or on social media may also raise your profile in the way you want.  

Face Your Fears

Carrying out this type of activity for the first time may seem daunting or even overwhelming. So be ready for situations and conversations that may feel uncomfortable. Staff will expect employers to treat them with respect and sensitivity, acknowledging their struggles and appreciating their differences. 

Being authentic and respectful will help you be more effective and successful. 

Be Creative in How You Celebrate Your Differences

Start with an open mind when it comes to planning how you’ll celebrate the differences of your staff. Here are some examples to inspire you: 

• Encourage employees to bring their cultural heritage to work such as bringing foods from their nations.
• Ask members of staff to write blogs or give presentations on their experiences of feeling marginalised at work. 
• Set up dedicated safe space working groups where, for example, people from BAME backgrounds can meet to discuss their experiences. 
• Recognise annual events from different cultures, religions, or groups to help employees feel a sense of belonging, e.g. Diwali, Eid, Black History Month. 
• Analyse data in your context to reveal key insights on the difference that diversity and inclusion make to outcomes in your organisation.
• Offer staff the opportunity to volunteer for appropriate causes. 

Schedule Daily Actions

Each day of National Inclusion Week has a daily action associated with it, so make sure to plan out your activities with a daily planner. You may want to focus on internal communications and external communications or assign a project manager or leader for each channel.

Hosting events during lunchtime or evenings can also help to raise awareness and allow you to make the most of promoting better inclusivity.