Over the past few years, we’ve seen a huge increase in interest in EDI (equality, diversity and inclusion), followed by a significant lack of interest in EDI. One of the many reasons for this, in my humble opinion, is that a lot of organisations were quick to try and innovate and be ‘forward thinking’ in their approach to EDI, whilst neglecting the fundamentals of EDI. Additionally, consultants and EDI activists were keen to be seen as new, innovative and edgy, without fully thinking through the implications (long term costs and benefits) of what they were advocating for. The EDI landscape has become awash with updated, ‘new age’ terminology, with constant rebrands and acronyms (i.e. EDI, DEI, IEDB, JEDI, etc etc etc) - leaving organisations and individuals tired and overwhelmed. Now more than ever, there is a need for people to lean back into the core of why this work is so important. 

We’ve become so obsessed with the intricacies of EDI that we’ve lost sight of the fundamentals. We’re building elaborate houses on shaky foundations. It’s time to go back to basics.

Let’s talk about the nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. These aren’t just legal constructs; they are reflections of the very real injustices people have faced for centuries. The racial tensions that have erupted across the UK in recent times are a stark reminder of the ongoing struggle for equality.   

These nine characteristics are protected for a reason. They represent aspects of identity that have historically been used to discriminate against people. It’s about ensuring that everyone has equal opportunities, regardless of who they are or where they come from.

Individually and collectively, we have been socialised to such an extent that even without explicit discrimination, bias can seep into our daily decision-making. People enact their prejudices in subtle ways, often unconsciously, whether that’s through the language they use when talking about certain individuals or groups, or the jokes they tell when they are with their friends. Within the workplace, bias can negatively impact hiring decisions, promotions, and everyday interactions, causing significant damage to those on the other side of these things. We’ve become so focused on grand gestures and keeping up with the latest buzzwords that we’re overlooking the pervasiveness of bias.

Even with the protections of primary legislation, discrimination, harassment and victimisation is the norm for far too many people. Imagine a world without these protections. A world where employers could freely discriminate based on age, gender, or race. It’s a scary prospect, but it highlights just how important these protections are. 

So, what do protected characteristics mean for employees? They mean dignity, respect, and the right to be treated fairly. For employers, it’s about trying to create a level playing field, fostering a positive work environment, and avoiding the legal, operational, financial and reputational risks associated with discrimination.

The new government is likely to bring some changes to the equality landscape, there are some certain changes with the upcoming Worker Protection Act and the EHRC’s new strategy currently out for consultation. These developments are important, we must also focus on getting up to speed with the fundamentals. Let’s focus on implementing the Equality Act effectively before we chase the next big thing promoted on social media or new terminology.

It’s important to work together to create workplaces where the protected characteristics are truly respected and valued. It's a simple concept, but it's the cornerstone of a truly inclusive organisation. Let’s get back to basics.