Your Legal Obligations & EDI: Establishing The Basics

In an industry as dynamic and under the spotlight as games, ensuring that workplace policies reflect values of equality, diversity, and inclusivity (EDI) is paramount. Not only does it make sound business sense, fostering creativity and broadening market appeal, but it also aligns with the moral imperatives and legal frameworks in the UK. As a business in any industry, preparing legally robust EDI policies involves several crucial steps…

Understanding the Legal Landscape

Before drafting any policy, a foundational understanding of the legal backdrop is essential. The UK’s Equality Act 2010 is the primary piece of legislation concerning EDI, making it illegal to discriminate against employees or job applicants because of any of the ‘protected characteristics’. These include age, gender, race, disability, religion, sexual orientation, marriage/civil partnership, pregnancy/maternity, and gender reassignment. Familiarising oneself with this Act ensures a legal baseline for policy formation.

Engage with Specialist Legal Counsel

Considering the nuances and specifics of the games industry, consultation with legal professionals specialising in employment and equality law is invaluable. They can provide guidance tailored to your business’s unique challenges and aspirations, ensuring that policies are both compliant and progressive.

Employee Participation and Feedback

Legal compliance is but one side of the coin. To ensure that EDI policies resonate and are meaningful, involve employees in their creation. Encourage open dialogue, conduct anonymous surveys, and establish focus groups. This inclusivity not only ensures policies are grounded in real experiences but also fosters a sense of collective ownership.

Regular Training and Sensitisation

Creating policies is a start, but ensuring they are understood and ingrained requires ongoing effort. Conduct regular training sessions and workshops, focusing not just on the legalities but also the broader ethical and business imperatives behind EDI. Specialised external facilitators can offer insights and methodologies that may be unfamiliar, but deeply impactful.

Setting up Reporting and Redressal Mechanisms

Any effective EDI policy should have robust mechanisms for reporting grievances and ensuring they are addressed promptly. Establishing a clear, confidential, and efficient process is not only a legal requirement but also signals to employees that the organisation is genuinely committed to their well-being.

Periodic Review and Adaptation

The games industry itself, societal norms, and legal frameworks are continuously evolving. As such, it’s essential to review and adapt EDI policies periodically. This ensures they remain relevant, effective, and in line with both the letter and spirit of the law.

Externally Communicate Commitment

In a sector where reputation matters, publicly communicating your commitment to EDI can be advantageous. It not only appeals to a diverse customer base but also attracts talent who identify with and value such commitments.

While legal compliance forms the bedrock of EDI policy formation, the journey towards a truly inclusive workplace extends beyond it. A combination of legal acumen, ethical commitment, and genuine employee engagement ensures that your games business isn’t just legally prepared but also industry-leading in its inclusivity endeavours.

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