As part of its drive to create an environment where diversity, equality and inclusion is an integral part of its culture, Harvey Nash Group has launched its Inclusion Passport to provide further support to its 2,500 employees.
The Inclusion Passport is designed for employees who may need reasonable adjustments in the workplace due to a health condition, disability or another personal situation, to have a conversation and record any needs.
It provides a confidential and structured process by which needs are assessed, support provided, and reasonable adjustments made. Examples include:
- Support for life changes like the menopause
- Putting in place flexible working to support caring for a family member
- Support with hidden disabilities like dyslexia, ADHD or dyspraxia
- Making adjustments to support religious practices
The Passport is stored confidentially, and stays with the employee so if they move jobs within the Group or have a new manager, the Passport can be shared with the relevant person so they are immediately informed, making the conversation easier.
The Inclusion Passport is one of a wide range of initiatives Harvey Nash Group is putting in place to help its people succeed, no matter what their background or situation.
Melanie Hayes, Chief People Officer commented: “We understand that starting a conversation about a health condition, disability or other personal situation can be hard, but finding out how to make a Passport available to all of our employees is a key step on Harvey Nash Group’s journey to inclusion. The tool goes above and beyond best practice in this area by encompassing frequent religious practice, neurodiversity and menopause, as well as disability and gender reassignment.”
Bev White, Group CEO commented; “We believe that the Inclusion Passport should be available to any organisation dedicated to embedding inclusion. Harvey Nash Group is committed to listening and ensuring that reasonable adjustments are effective so that barriers can be removed to provide equal opportunities for all employees and to remove the disadvantages they can face.”