The importance of diversity and inclusion in the new workplace

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Posted by: JasmineThompson
Posted on: 12/10/2022

Workplace changes introduced in response to Covid-19 have provided organisations with the opportunity to reset team dynamics.

This major shift can, and should, also serve as a catalyst to embed more inclusive practices and more effective leadership skills. However, an inclusive work environment does not just happen – it requires sustained effort.

Dr Andri Georgiadou, an associate professor at the Nottingham University Business School and director of Equality Inclusion Diversity Centre (EQUIDY), spoke at a Generation Next event this month about how young leaders can embed diversity and inclusivity practices into their current workplaces. Jasmine Thompson finds out more.

Talk us through your career background and job role within your current organisation.

I am an associate professor at the Nottingham University Business School and the founder and director of EQUIDY, a non-governmental organisation that specialises in promoting and improving equality, diversity and inclusion. I have worked with multinational corporations such as HSBC and mentored at the Cherie Blair Foundation for Women.

My research and consulting work focuses on management, human resources, and global diversity and inclusion management.

What is the “new workplace” and how has it affected inclusivity?

In the new workplace employees could either be sharing the same physical space or collaborating within a virtual work environment.

Inclusion is particularly important right now to help fully realise a sense of teamwork, safe culture, belonging, connectedness and meaningful support. Inclusive organisations can positively impact the wellbeing of all their stakeholders.

What are some of the characteristics of an inclusive workplace?

In inclusive workplaces, employees feel respected, they experience a sense of belonging and connectedness and are empowered to participate in decision-making processes. There are fair and objective selection, appraisal, development and processes in place.

How can young professionals support their organisation to become more inclusive?

  • Ensure that effective communication channels are in place
  • Provide training opportunities
  • Revise selection, appraisal, development, processes
  • Listen to employees
  • Give feedback
  • Support employees in a meaningful way.


Generation Next is a support network for young professionals aged between 18 and 35 based in the East Midlands. Its membership package gives young workers access to its events and mentoring programmes – which connects delegates with likeminded individuals, as well as leading business professionals from across the region, to build their networks and skills. For more information on how to become a Generation Next member, click here.

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