Breaking Bias: Building Inclusive Workplaces in the UK
A few days ago, I had a frustrating experience that made me reflect on how bias—whether unconscious or intentional—still shapes the way women are treated, both in everyday life and at work.
I was inflating my flat tyre when a man came over to check if I knew what I was doing. He wasn’t being friendly or genuinely helpful; instead, his tone was condescending, assuming that as a woman, I wouldn’t be capable of handling such a basic task. When I confidently told him I didn’t need help, he was neither apologetic nor pleased. Instead, he seemed annoyed that I had challenged his assumption.
This left me feeling uneasy, but unfortunately, as a woman, I am used to this kind of behaviour.
This incident reminded me of the many times I’ve faced bias in professional settings, not just because of my gender, but also due to my accent.
As a Latina woman working in the UK, I have occasionally been underestimated or had my expertise questioned simply because I don’t fit the traditional image of a leader or trainer.
These experiences reinforce why it’s so important to confront discrimination, whether it happens on the street or in the workplace. They also made me think about the broader issue: How are women and other marginalised groups still being treated at work, and what can be done to create safer, more inclusive environments?
The Reality of Workplace Bias
I know I’m not alone in facing bias. Many people experience discrimination for different reasons, whether it's because of their gender, age, race, disability, sexual orientation, religion, or background.
These biases can make people feel undervalued, discourage them from contributing fully, and even push them out of workplaces where they don’t feel welcome.
This not only affects individuals but also harms businesses by limiting the range of perspectives and ideas that contribute to success.
Research shows that companies with diverse teams perform better. A workforce made up of people with different experiences, skills, and viewpoints leads to better problem-solving, greater creativity, and stronger relationships with clients. When people from different backgrounds feel included, they are more engaged and motivated, which helps businesses thrive.
Creating an inclusive culture doesn’t just benefit the workplace, it has a ripple effect. When people learn to respect and value diversity in one setting, they are more likely to carry those attitudes into other areas of their lives, helping to build a more inclusive society overall.
To address these challenges, employers must go beyond surface-level diversity initiatives and focus on meaningful inclusion. Here’s what organisations can do:
1. Implement Strong Anti-Discrimination Policies
Having clear policies against bias, harassment, and discrimination is essential. But policies alone aren’t enough—they need to be actively enforced, with clear reporting mechanisms and consequences for violations.
2. Educate Employees on Unconscious Bias
Many biases are deeply ingrained and operate unconsciously. Regular training on gender bias, cultural awareness, and inclusive behaviours can help employees recognise and address their own prejudices.
3. Promote Diverse Leadership
Representation matters. Companies should actively support women and ethnic minorities in leadership roles, providing mentorship, sponsorship, and clear career progression pathways.
4. Encourage Open Conversations
Creating safe spaces for employees to discuss discrimination, bias, and inclusion helps to normalise these conversations and ensure that concerns are addressed rather than ignored.
5. Support Flexible Work and Equal Pay
Addressing gender pay gaps and ensuring flexible work policies (such as parental leave and remote working options) can help create more equitable workplaces where employees feel valued.
My recent experience with gender bias outside of work only reinforced what I already
knew: discriminatory behaviours, whether subtle or overt, are still deeply embedded in our society. As a professional delivering Diversity, Equity, and Inclusion (DEI), Anti-Racism and Mental Health training, I am passionate about helping organisations create inclusive workplaces.
Through education, policy change, and cultural shifts, we can ensure that no one feels overlooked or disrespected because of their gender, race, or background.
It’s time to move beyond token diversity efforts and build workplaces where every individual feels seen, valued, and empowered. Change starts with awareness, but it must be followed by action.
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