Inclusion | How to make employee engagement more inclusive

For all HR practitioners, creating a safe, fun and comfortable working environment is a top priority. Not just for cultivating a happy, engaged and highly productive workforce but several studies have shown that there are huge business benefits too.

FastTrack360 research found that 71% of business executives cited employee engagement as critical to the organisation’s success, with additional research indicating that companies with high employee engagement scores are 22% more profitable. But with so much diversity in the UK, it is important for HR to consider the needs of individual employees when developing new employee engagement initiatives.

While some employers have gone to impressive lengths to strengthen their employee engagement offerings – such as Friday drinks, regular activity days and other events to promote team bonding – in a bid to attract new talent, how can HR go about ensuring that the initiatives they have implemented are genuinely inclusive of all employees?

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“Inclusivity creates the best environment for employees to flourish and enjoy their workplace,” explained Helen Goss, Partner, Boyes Turner. Goss said employers should tread carefully to avoid the legal risks largely centred around “discrimination claims or risk of resignation and constructive dismissal claims”. Therefore, it is key that HR considers its audience when it comes to implementing employee engagement initiatives.