Credico UK Enforces Steps for Increased Inclusion and Diversity

Consistent behaviours, leading by example, ongoing education, and open transparency are just some of the principles we are dedicated to continue to grow and encourage, both within Credico and alongside our partners, clients, and friends.


December 22, 2021


Insights, United Kingdom

A recent study showed that half of the surveyed UK companies reported that they still had ‘significant work’ to do regarding inclusion and diversity.

Additionally, a report by Mckinsey & Company” ​​found that the greater the representation, the higher the likelihood of success. Companies with more than 30 percent of women executives were more likely to outperform companies by 48 percent.

So, what can businesses do to change for the better?


Ensure the representation of diverse talent

Hiring is where the inclusion starts, and corporate policies are likely to require updating. Pay gaps are still evident in 2021, and we’re hoping 2022 will finally eradicate them. All salary packages should be determined by job title and skillset alone. Race, gender, and sexual orientation should play no part. There is no place for such inequality. “I’m proud that Credico was built on the premise of being an organisation whereby anyone can succeed no matter their race, background, or gender. We know that this is key; now more than ever,” stated Debbie Shaw, Director of Client Services, Credico United Kingdom. Additionally, “capturing candidates from different sources including community outreach programs, job fairs, and agencies will increase diversity in all companies willing to commit to guaranteeing a variety of talents.”


Foster belonging through unequivocal support for multivariate diversity (especially at onboarding!)

Company values, including inclusion and diversity, should be visible; in the workplace, during the interview process, onboarding, social media, websites, and ongoing training. At Credico, they ensure that their management continually demonstrates the commitment to inclusion through consistent behaviours. They believe it is vital to communicate diversity and inclusion policies when onboarding new team members, and ensure they take action if they experience or see discrimination and clearly articulate the workplace’s zero-tolerance stance.


Strengthen leadership accountability and capabilities for inclusion and diversity

Leaders are usually at the forefront of all social change within organisations and must lead by example and educate their subordinates and team members. Managers must commit to best practices and promote the organisation’s core values during business hours and outside of work. Managers are huge critical people of influence within organisations and need to know to inspire diversity and inclusion to be celebrated within the workplace. Credico suggests that all stakeholders receive education and training to support the efforts to bridge potential gaps between leadership, management and employees.


Enable equality of opportunity through fairness and transparency

SME’s should offer regular opportunities for employees to give feedback on their experiences as not all parties will be confident enough to speak about ongoing discrimination in the workplace. These spaces are of the utmost importance and should be created with employees’ psychological safety in mind.

Credico always shows that those who work hard and strive for success are rewarded on just that, not their race, gender, level of education or ethnicity, etc. It is understood that policies have little impact on employee experience if the expectations aren’t shared companywide. Credico has made sure that there are steps that all employees should follow if there is ever an issue, in a “whistleblowing” platform for all to report anonymously (if preferred). These are dealt with immediately and with the utmost seriousness.


Promote openness and tackle micro-aggressions – and EDUCATE on what is acceptable and what is not

All organisations should have a zero-tolerance policy against discrimination in all forms, even micro-aggressions. It is the company’s responsibility to educate all members of the organisation on what is not acceptable from the very beginning and make the policies in place apparent to all employees. Credico recommends partnering with experts in inclusion and diversity fields and providing access to education in workshops and training to provide cultural understanding on the importance of inclusion.

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