Reconsidering Inclusivity in the Face of Covid and Long Covid
“The reality of Long Covid is one of the core factors of inclusion at the moment.” – Sarah Simcoe
Covid-19 has added new considerations to the Workplace Passport and inclusion more generally:
• Colleagues or their family members may be shielding.
• If someone has Long Covid, what adjustments will they need so that you don’t lose that talent?
• Being in a competitive sector, there’s an element of extra stress for employees, wondering if they will be replaced. This doesn’t help the recovery process. A conversation, backed up by a statement on a Workplace Passport will formalise what support is in place.
• As Covid-19 moves from pandemic to endemic, you might also need to consider whether a staff member is clinically vulnerable themselves or if they have someone in their household who might be at particular risk.
A Workplace Passport scheme serves as a useful people-development process for leaders and line managers, helping them have ‘uncomfortable’ conversations productively, understanding the value of inclusive culture, raising awareness of bias and recruiting and retaining talent. It also allows organisations to move on to the next step of creating networks around these topics – within and beyond their own walls.