Imagine sitting at home, recovering from anxiety, only to see a recognition post on your company’s internal board and LinkedIn, celebrating the very team you are part of. The catch? You’re not tagged in it. The people you’ve worked alongside for years are included, but not you.
This is exactly what happened to Daren Cooper, a manager at Sainsbury’s, who was excluded from an “International Men’s Day” post just because he was facing anxiety issues.
The post highlighted his other male colleagues being praised for their leadership and dedication, but Cooper’s absence left him feeling humiliated, excluded and deeply hurt. As someone recovering from anxiety, he believed his health and professional worth were completely overlooked.
The case of Daren Cooper serves as a stark reminder of how crucial inclusion and transparent communication are in the workplace. The Tribunal hearing his claim concluded that this exclusion constituted disability harassment as he was subjected to bullying and isolation due to his anxiety issues and the gender stereotypes attached with it. While the Regional Director had good intentions, the failure to engage with Cooper before posting and the lack of sensitivity in not considering his mental health led to emotional harm. This situation highlights the importance of not only having policies of equality and inclusion in place but also of actively practicing them in day-to-day work life.
Exclusion in the workplace is not always overt. Sometimes, it can stem from misunderstandings, overlooked details or simply a lack of consideration for someone’s personal situation. This case highlights how seemingly small decisions like not tagging a team member in a post can have significant emotional and professional impacts, particularly for individuals facing health challenges or disabilities.
Under the Equality Act 2010 and the UK DEI Landscape, individuals with disabilities, including mental health conditions are protected from discrimination. Exclusion, whether intentional or accidental, can amount to harassment or discrimination under the Act, especially if it affects someone’s dignity or creates a hostile work environment.
To avoid such situations, employers should consider a few good practices for creating an inclusive work environment:
- Communication is the key: Before sharing any internal posts or messages that highlight employees, especially if personal information or images are involved, reach out to those individuals beforehand. Ensure that they are comfortable with being included or represented.
- Regular training on inclusion: Training staff, especially those in managerial positions, on inclusion can help raise awareness of the diverse needs of employees, particularly those with disabilities. Educating staff on how to engage with people sensitively can prevent unintentional harm.
- Promote open dialogue: Encourage employees to voice any concerns they might have regarding their mental health, inclusion or representation at work. Employers should be open to dialogue, especially when it comes to how employees prefer to be included in company-wide activities.
- Ensure fair representation: When promoting employees, whether in public forums or internal communications, make sure all voices and experiences are represented, especially those from underrepresented or vulnerable groups.
By taking these steps, companies can foster an environment where all employees feel valued, included and supported, ensuring that everyone has the opportunity to thrive, regardless of their personal challenges.
Do you want to ensure that your workplace is as inclusive as possible? Write to us at hello@serein.in and we have a range of services available for you to explore.