As an employer in the UK, it is your legal responsibility to ensure that all your employment practices adhere to the Equality Act 2010. This legislation prohibits discrimination based on race, nationality, and ethnic or national origins, among other characteristics. In order to ensure that your games business is in compliance with the law, there are several steps you can take…
Firstly, it is important to ensure that your job advertisements and recruitment processes are accessible and do not contain any language or requirements that could deter candidates based on their race or ethnicity.
This includes avoiding any implicit biases in job descriptions and ensuring that your recruitment team is trained to recognise and address unconscious biases.
Secondly, it is important to ensure that your workplace policies and practices are inclusive and do not discriminate against employees based on their race or ethnicity.
This can include implementing diversity and inclusion training for all employees, providing accommodations for religious or cultural practices, and creating a safe and welcoming environment for all employees.
Thirdly, it is important to ensure that your performance management processes are fair and equitable for all employees, regardless of their race or ethnicity.
This can include implementing regular performance reviews that take into account individual circumstances, providing opportunities for professional development and growth, and ensuring that promotions and career opportunities are available to all employees based on merit.
Finally, it is important to ensure that your workplace culture is inclusive and supportive of employees from all backgrounds.
This can include promoting diversity and inclusion through internal communication channels, creating opportunities for employees to share their cultural backgrounds and experiences, and fostering a sense of community and belonging among all employees.
