A Twenty First Century workplace should be diverse and inclusive. The values reflected in this environment will be about valuing people's differences both visible and non-visible. These differences can include background, personality, culture and work style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age

The role of the Inclusive Manager is to harness these differences and to create an environment where people feel valued, and where potential and talent are actively channeled to help deliver the organisational goals. The following tips will help to you develop yourself as an Inclusive Manager.

Keep up to date with Equalities Legislation.

Be able to explain the importance of diversity and inclusion at work.

Actively communicate about the diversity agenda.

Actively seek to create an environment where diversity is valued.

Develop an understanding about how institutional discrimination can occur and how to challenge it.

Lead by example, plan ways to promote diversity in the organization.

Ensure that issues of diversity are considered in policy development and practice.

Explore your own values, attitudes, beliefs and prejudices - and their origin

Be aware of your stereotypes and manage them.

Consider the impact of your behaviour on others, how sensitive and responsive are you to your impact on others?

Be prepared to challenge inappropriate behaviours and comments.

Use an assertive style of behaviour when challenging. You may wish to use the following guidelines:

Create an environment where your team can challenge you and each other to be objective and inclusive.

The potential for subtle or unwitting discrimination is considerable in the recruitment and selection process. Actively ensure that your selection process does not unfairly disadvantage any individual or group.