2.2. Describe how to challenge those not working inclusively in a way that promotes change

This guide will help you answer 2.2. Describe how to challenge those not working inclusively in a way that promotes change.

Working in the health and social care sector requires inclusivity. Inclusivity means treating everyone equally regardless of their age, race, gender, disability, religion, or other characteristics protected under the Equality Act 2010. When someone is not working inclusively, it can harm individuals and create barriers to effective care. Addressing and challenging such behaviour is essential to create a fair and supportive environment.

This guide covers how to constructively challenge non-inclusive practices or behaviour to encourage positive change. It will explore steps you can take to achieve this effectively.

Understanding Non-Inclusive Behaviour

Non-inclusive behaviour includes any actions, words, or attitudes that exclude or disadvantage certain individuals or groups. Examples include:

• Making discriminatory remarks.
• Failing to accommodate someone’s individual needs, such as refusing to provide reasonable adjustments for a disability.
• Stereotyping individuals based on background or appearance.
• Showing favouritism towards or against specific groups.

Identifying and understanding such behaviour is the first step before taking constructive action. Recognising these actions means observing people’s attitudes, listening to their language, and identifying systemic practices that may unintentionally exclude individuals.

Why Challenging Non-Inclusive Behaviour Matters

Failing to challenge non-inclusive behaviours can:

• Create a toxic work environment.
• Lead to unequal treatment of individuals receiving care.
• Damage the reputation of the organisation.
• Reduce staff morale and teamwork.
• Break the law, if equality legislation is violated.

Challenging these behaviours improves relationships, builds mutual respect, and ensures everyone is treated equally.

Using Open and Respectful Communication

The way someone is challenged can influence whether they reflect on their behaviour or become defensive. Clear, respectful communication works best to promote understanding and cooperation.

• Speak privately: Have the conversation away from others to avoid embarrassment or confrontation in front of colleagues or service users.
• Stay calm: Use a calm and measured tone, even if you feel strongly about the issue.
• Be specific: Explain exactly what you observed and why it concerns you. For example, “I noticed during the meeting that you interrupted Jack several times. He was unable to finish expressing his ideas, which isn’t fair.”

Using open communication helps the individual understand the impact of their actions and reduces misunderstandings.

Encouraging Reflection

Encouraging self-reflection is a powerful tool for causing positive change. Instead of making accusations, ask the individual open-ended questions to help them consider their actions.

For example:

• “How do you think your comment may have made Sarah feel?”
• “Do you think there’s a different way we could approach this situation?”

These questions encourage critical thinking and increase the likelihood that they will understand the impact of their behaviour.

Providing Constructive Feedback

Constructive feedback helps the individual identify areas where they need improvement without feeling attacked.

Feedback should be:

• Clear and specific.
• Focused on the behaviour, not the person.
• Accompanied by a positive suggestion for change.

For example, “When you assumed Maria couldn’t handle the task because of her disability, it might have made her feel undervalued. Next time, could we involve her in the decision and ask about her preferences directly?”

Positive feedback increases cooperation and improves understanding.

Referring to Workplace Policies and Training

Policies and training are tools to reinforce messages about inclusivity. Refer to relevant organisational policies, standards, and procedures when challenging someone.

Examples of workplace policies include:

• Equality and diversity policies.
• Codes of conduct.
• Respect at work policies.

If they need more awareness, suggest further equality and inclusion training. Training sessions are structured to raise awareness of inappropriate behaviours and develop inclusive practices.

Encourage attendance by saying, “Our equality policy outlines fair treatment for all employees. Attending the upcoming diversity course could clarify how we can better meet this expectation as a team.”

Using Team Meetings to Address Issues

Team meetings can provide a platform to challenge non-inclusive practices across the group. If the issue is systemic or affects multiple staff members, discussing it openly (without naming individuals) can help raise awareness.

For example, “I’ve noticed some language in our handovers recently that may not make everyone feel included. Could we discuss how we can keep our communication respectful and professional?”

This approach gets everyone involved in improving practice and encourages group responsibility.

Modelling Inclusive Behaviour

Actions speak loudly. By modelling inclusive behaviour, you set an example for others around you. Consistently treating people fairly, listening to their ideas, and accommodating individual needs demonstrates what inclusive practice looks like.

For example, if a colleague dismisses someone’s opinion because of a stereotype, ensure you acknowledge and validate that person’s contribution. Positive examples can encourage others to reflect and adjust their behaviour.

Reporting Issues Where Needed

In some circumstances, direct conversations may not work, or the behaviour may continue. If this happens, report the issue to your line manager or the appropriate person.

Document the behaviour by keeping clear records of times, dates, and examples. This ensures accurate details are passed on to deal with the situation effectively.

Using formal channels should be a last resort where informal approaches have failed or where the behaviour is particularly harmful.

Encouraging a Culture of Openness

A workplace culture where staff feel confident speaking out against unfair treatment benefits everyone. Encourage open dialogue and support your colleagues if they raise concerns about inequality. Ensure they feel reassured that they won’t face negative consequences for speaking up.

Supporting others creates an environment where challenging non-inclusive behaviour becomes normal and expected.

Handling Defensive Reactions

Sometimes, people may react defensively when confronted about their behaviour. It’s important to handle this constructively.

Strategies include:

• Staying calm and professional.
• Reassuring them that you are addressing the behaviour, not criticising them as a person.
• Reiterating the importance of inclusivity for everyone involved in the team or service.

For example, “I understand you might feel differently, but this conversation is about ensuring that everyone is treated fairly in line with our equality policy.”

Focusing on shared goals can help to defuse tension.

Overcoming Challenges When Implementing Change

Challenging behaviour is not always easy. Some people might resist change, and the process may feel uncomfortable.

To overcome challenges:

• Keep conversations solution-focused. Discuss specific strategies to prevent similar behaviour in the future.
• Seek support from managers or human resources (HR) if necessary.
• Remain persistent, even if progress feels slow. Change takes time, but your efforts contribute to a more inclusive workplace.

Celebrating Progress and Positive Changes

When someone changes their behaviour or demonstrates inclusivity, acknowledge their achievement. Giving positive reinforcement encourages continued improvement and motivates them to maintain their new outlook.

For example, “Your support for Mark during the project was excellent. You encouraged him to share his ideas, and that was really inclusive.”

Recognising and celebrating good practice reinforces the behaviour you want to see in the workplace.

The Role of Continuous Learning

Inclusivity is an ongoing area of development. Staff may unintentionally act in ways that exclude others due to unconscious bias or lack of awareness. Regular training opportunities, reflective practice, and team discussions promote learning and improvement.

By staying informed about equality issues, you and your colleagues can continue building an inclusive environment where everyone is valued.

Final Thoughts

Challenging non-inclusive behaviour can seem difficult, but it is necessary for creating a supportive and respectful workplace. Using clear communication, constructive feedback, and organisational policies are key to encouraging positive change. Modelling inclusive behaviour yourself can inspire others, and when needed, involving managers ensures concerns are properly addressed.

Strive to foster a workplace where inclusivity is the norm. By challenging non-inclusive behaviour consistently and respectfully, you create an environment where everyone feels safe, valued, and treated with fairness. This benefits individuals, your team, and the people receiving care.