It’s well known that I’m against quotas. They’re discriminatory, paternalistic and humiliating. And they don’t work! Quite simply, quotas don’t change the number of ‘minority’ people participating in the workforce. Read here to learn more about this seemingly radical view.

But if you’re against quotas, you’ve got to be in favour of something else. So, what does work?

Support middle management to understand, implement and assess progress

So now you’ve:

·       Devised a well-documented plan

·       Incorporated inclusion principles across all of the business

·       Created opportunities for cross-functional interaction among the team

·       Regularly invested in staff training.

Well done! You’ve created the framework for an inclusive workplace. Now you must support middle management to understand, implement and assess progress. Don’t miss this step. It’s vital.

Regularly invest in staff training

So, you’ve devised and are implementing a well-documented plan. You’re incorporating inclusion principles across all of the business and creating opportunities for cross-functional interaction among the team.

If you haven’t already now it’s time to regularly invest in staff­ training. I’ve written at length about the value of staff­ training. In short, well-trained, well-supported staff­ are vital to any workplace.