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Pride Month: ensuring inclusivity in and out of work

IOSH believes fully-inclusive workplaces are crucial to the success of organisations. We believe creating an inclusive workplace is about making sure that every employee feels safe — psychologically, physically and emotionally — at work.

As part of our commitment to keep learning, we’ve created a new Equality, Diversity and Inclusion Manager role to help us understand how good OSH can continue to make the world a more inclusive place where everyone feels safe to bring their whole-self to work.

As an employer of nearly 200 people, the Institution has implemented a number of measures over recent years to ensure it is inclusive. This includes:

  • factoring in age, gender, race, medical conditions, disabilities, sexual orientation and other areas into our health, safety and wellbeing strategy, business rules and risk assessments;
  • supporting inclusivity and diversity in health and safety, including addressing both the gender and age bias in the profession by proactively promoting professional development opportunities to everyone;
  • developing information and support for staff going through the menopause;
  • having strong, management-led support mechanisms which go beyond providing mental health first aiders and an employee assistance programme. For example, before the Covid-19 pandemic, we had a proactive, extensive learning and development programme for all staff which included mental health training, wellbeing sessions and promotion of women in leadership;
  • and having the flexibility to do individual risk assessments and personal evacuation plans for colleagues with disabilities or mental and physical wellbeing issues;

IOSH is also preparing to install a gender-neutral toilet in readiness for when staff, and eventually visitors, return to the office at The Grange when lockdown restrictions are lifted.

During Pride Month, we asked our members to share their stories about how they ensure inclusivity.

Keith Hole responded with his experiences of being involved with the UK Scout Association. Here is his story.

This month, I was asked a question I did not quite know how to answer; How do you include inclusivity in your workplace

And do you know what, I did not have an answer. Now to put a framework to my lack of answer; I think it is worth highlighting some things here. I work for myself at ‘The Safety Man’ and very much see myself as an LGBQITA+ ally but working on my own most days I only need to include me.

So instead, I want to share my experience in the UK Scout Association, ensuring that scouting truly is #Scoutingforall and that inclusivity is a value of all we do. I have the great honour of being friends with James Clarke, UK Commissioner for the Scout Association Inclusion Team.

Thanks to James, for many years I have been involved with the logistics of Scout Leaders attending Brighton Pride and an active member of FLAGS, the National Scout Active Support Unit of LGBT adults within The Scout Association in the UK.

One of the great things James and Scouting has taught me is that inclusion is a value in everything we do, it is not an add on! Sounds familiar to when we all talk about safety!

Scouting has no bias on membership. Scouting’s core ethos was and will always be that everyone has the right to the same opportunities to be the best they can be. It is this ethos that has removed barriers and allows people to excel.

So, this month I have been supporting #ScoutPride but I ask all of you, do not stop being an ally at the end of the month; we can take lessons in how we are allies to our fellow humans from scouting and let us have some #SafetyPride.

If you want to know more about #ScoutPride or scouting in general check out James on Twitter https://twitter.com/jamclar96, I guarantee your day will be better for it.
Keith Hole https://twitter.com/SafetyTweety
https://www.flagscouts.org.uk/

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Marcus Boocock
PR Lead +44 (0) 116 257 3139
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