What is National Inclusion Week 2024?

National Inclusion Week 2024 is a time dedicated to celebrating diversity, promoting inclusion, and raising awareness about the importance of creating a more inclusive society.

We have a series of blogs this week to help guide you through everything you need to know about National Inclusion Week, from its origins and significance to how our community can help your organisation make a lasting impact.

What is National Inclusion Week 2024?

National Inclusion Week 2024is an annual event that aims to highlight the importance of inclusion in the workplace and beyond. It serves as a platform for organisations to showcase their commitment to equity, diversity and inclusion (EDI) and to educate their employees about the benefits of an inclusive environment.

The week is marked by various activities, workshops, and events designed to engage individuals and organisations in meaningful discussions about inclusion.

Why do we celebrate National Inclusion Week 2024?

Celebrating National Inclusion Week 2024 is to bring attention to the vital role that inclusion plays in creating equitable opportunities for everyone, regardless of their background.

This includes focusing on characteristics such as race, religion, LGBTQ+ identity, disability, neurodiversity, and allyship. By celebrating differences, we promote a culture of understanding and respect, ensuring that everyone feels valued and included.

National Inclusion Week 2024 also provides an opportunity to address the challenges faced by marginalised groups and to work towards creating environments where everyone can thrive.

When is National Inclusion Week 2024?

National Inclusion Week 2024 typically takes place in the last week of September, spanning from Monday to Sunday. In 2024, the dates are the 23-29 September. The timing allows organisations to plan a range of activities that align with their EDI goals, ensuring that the week is both impactful and engaging.

The hope with National Inclusion Week 2024 is that lessons and impact can be taken forward so that marginalised groups can be continued to feel seen and respected within the workplace all year round.

What is this year's theme?

Each year, National Inclusion Week 2024 adopts a specific theme to guide discussions and activities. The theme serves as a focal point for the week's events, helping organisations to tailor their efforts around a particular aspect of inclusion.

This year's theme is ‘Impact Matters’, a call-to-action to everyone in an organisation, from leaders, to inclusion professionals through to teams and individuals.

‘Impact Matters’ has a powerful message that centres around identifying and measuring impact on marginalised groups and taking actions that make for genuine, sustainable change which can change workplace climate and culture for the better.

Why is an EDI-focussed recruitment process important?

Diversity and inclusion within the recruitment process is essential because it ensures that organisations are attracting and retaining talent from a wide range of backgrounds. An inclusion-focused process not only helps to create a more diverse workforce but also brings different perspectives and ideas to the table, which can drive innovation and improve decision-making.

Integrating inclusion into the recruitment process also signals to potential employees that the organisation values diversity and is committed to creating an environment where everyone has an equal opportunity to succeed.

How can businesses make an impact?

Businesses can make an inclusion impact by actively promoting diversity and inclusion within their organisations. This can be achieved by implementing inclusive policies, offering training and development opportunities focused on EDI, and creating employee resource groups that support underrepresented communities.

Our incredible community have contributed essential insights and strategies for any business aiming to make a substantial impact on their workplace cultures.

Accessibility

The response to this topic from our community was so incredible, it has its own spin out blog – read it here.

Building Inclusive Cultures

Will Cleare of The HR Agency emphasises that organisations must create an environment where individuals feel comfortable being themselves. He stresses the importance of leadership in driving these values and encourages auditing current governance frameworks to identify gaps in inclusivity.

"Organisations should always be open to welcoming stakeholders as individuals, creating space, time and opportunity for all to know they can be themselves.  In order to do this the organisational culture should be founded on, amongst others, three behaviours - listening, learning and educating.  This approach should be role-modelled and led from the top.

"Organisations should audit their current governance framework to better understand where changes need to be made in order to foster a more inclusive culture."

Will Cleare, Founder of The HR Agency  

Include Pronouns

Charlotte Phillips-Lynn of Questioning Normal encourages businesses to implement simple changes, such as using pronouns and educating themselves on different inclusion topics.

“Businesses can change a few things easily to make themselves more inclusive such as the use of pronouns and educating themselves on different topics.”

Charlotte Phillips-Lynn, Founder of Questioning Normal

Inclusive Leadership

Sophie Kang of Sign Solutions emphasises the importance of inclusive leadership, where leaders foster a culture of listening and safety, ensuring all voices are heard.

“Practice inclusive leadership! Leaders should demonstrate inclusive behaviour by listening to different viewpoints, creating a safe team atmosphere, and making sure everyone’s voice is heard.”

Sophie Kang, Sales & Marketing Manager at Sign Solutions

By adopting these strategies, businesses can make meaningful, long-lasting inclusion impacts that extend beyond National Inclusion Week and transform workplace culture for the better.

Policy Development Strategies

Our community was more than happy to provide such detailed answers to this topic, we have made a spin out blog for this topic. Read it here

Which EDI topics do businesses often overlook?

When striving for inclusivity, businesses can unintentionally overlook certain EDI topics that are essential for fostering a truly equitable environment.

Belonging

Belonging is key to inclusion, as Charlotte Phillips-Lynn explains. Beyond feeling included, employees need to feel a true sense of belonging, where their differences are embraced, and their contributions are valued.

“Belonging & Equity. It's one thing to feel included, but do you feel like you truly belong somewhere?”

Charlotte Phillips-Lynn, Founder of Questioning Normal

Disability

Disability often falls into the “too difficult” category, according to Diane Lightfoot. Businesses might avoid the topic due to fear or uncertainty. However, simple actions, such as asking candidates about their needs and offering adjustments, can lead to more inclusive hiring.

“Disability is the ED&I topic that is often put in the “too difficult” box; businesses may be afraid of doing or saying the wrong thing – and hence do nothing – or simply feel overwhelmed and not know where to start. But simple things like saying that you value a truly diverse workforce, showing how people already work with adjustments and asking every candidate whether they need anything different from you can make a real difference.”

Diane Lightfoot, CEO, Business Disability Forum

Menopause and Women's Health

Women’s health needs are another overlooked topic, especially as it affects a significant portion of the workforce. Kirsty Dixon highlights that businesses must normalise conversations about menopause and provide support through training and understanding.

“Women's health, especially menopause which will impact every person.  People should not be leaving work because of the impact and lack of support. Menopause really is an EDI issue and not a tick box exercise! Small initiatives will make a huge difference and need not cost the earth. Awareness raising, normalising the conversation and having supportive managers is key.”

Kirsty Dixon, Menopause Educator, Pause for Thought Consultancy

Neurodiversity

Another fantastic response to this topic from our community which deserved a spin out blog. Read it here

These overlooked topics demonstrate that true inclusion requires a deeper understanding and commitment from businesses to address the needs of all employees.

How Includability can help your organisation during National Inclusion Week 2024?

Includability is your essential partner in driving inclusion within your organisation. During National Inclusion Week, we offer a range of resources and support to help you make the most of this important event. From expert-led workshops and training sessions to access to our comprehensive LGBTQ+ and accessibility resources, we are here to help you create a more inclusive workplace. Our network of Partner Experts and Ambassadors is dedicated to helping you navigate the complexities of D&I, ensuring that your organisation not only meets but exceeds its inclusion goals.

Join Includability today and take the first step towards creating a more inclusive, diverse, and accessible workplace.

https://www.weareincludability.co.uk/membership/membership

Contact us to learn how we can support your organisation during National Inclusion Week and beyond. dave@Includability.co.uk

There are dozens of other ED&I topics to be explored with this expansive blog. If you would like to add your contribution, please contact communications@includability.co.uk

Are there more blogs in the National Inclusion Week 2024 series?

Read our spin-out blogs for this guide.

Neurodiversity Inclusion in the Workplace

How to develop EDI Policy Strategies

Accessibility Strategies for National Inclusion Week 2024