Everyone is Welcome at Tesco
What does this mean?
‘Everyone is Welcome at Tesco’ is our way of letting colleagues and customers know that we take equality, diversity and inclusion seriously. It means that whoever you are, wherever you work and whatever you do we want you to FEEL welcome too.
When you come to work you will find that you have lots in common with the people you meet – perhaps you know a few already. You’ll also notice that there are differences too – that’s because people choose to shop with us and work with us because we aim to reflect the community we serve – including your town, city, village and street.
That means each of us must be committed to treating one another with respect even where we have a different point of view or haven’t come across a particular way of life before. In just a few minutes working at Tesco you’ll notice that the whole world passes by – every level of ability, young and old, rich and poor, every race and religion, gay, transgender, wheelchair users, friendly people and grumpy ones too. People who are like you and people who aren’t.
In fact, we are all unique and differ in many ways. Some of the differences we can see and others we can’t.
Think about way in which we differ that we can see.
- Hair colour
- Eye colour
- Some disabilities
Now think about ways in which we differ but which we can’t see.
- Beliefs (including political beliefs)
- Some disabilities
- Sexual orientation.
So that we offer the best service to our customers and make those working with us welcome, each of us needs to be aware of our differences and to respect those of others around us. That means thinking about the words we use – both in person and on Facebook and Twitter – and making sure that we don’t say things that will upset or offend people. It means taking an interest in other people so that they don’t feel excluded without asking difficult or intrusive questions. And it means allowing others to be themselves when they come to work or shop.
What can I do to help Everyday Inclusion?
Inclusion is about creating a workplace where differences are valued. Here are Inclusive Employers‘s top tips for ways that you can support everyday inclusion:
- Be open and value all differences
- Be ready to step in when you spot exclusion
- Be aware of your biases and how they may impact other colleagues and customers
- Be creative, flexible and look for new ways of doing things
- Be you and be the best that you can be!
We all have biases – even if we think we don’t. They arise from the way we were brought up – and where, the views of those around us while we were kids, the paper you read or political party you support. Often, we don’t even know we have these thoughts that’s why it is known as ‘unconscious bias’. They are shaped or changed by the people we know, the places we’ve visited even the time we grew up. A bias is a thought or feeling we have about another person or group of people, a brand name, an area of the country or part of the world. They can be both positive and negative. It is when we allow our biases to turn into a thought that they become prejudice and if we allow those thoughts to become actions that that they become discrimination. So …
- Think about your body language – does it make everyone welcome?
- If you roll your eyes – what will anyone who notices think you mean?
- Is that joke appropriate – will others think it is funny?
- If you have a strong opinion about a news headline – will your customer agree with you?
- If you really like a particular person – are you treating them fairly or better than everyone else?
We are all are entitled to our opinions and they help to make us the different people we are. But don’t assume that others share them – they may not. Consider the things others do to make you feel welcome and apply those thoughts to the things you do for others. We won’t always be right but we can always make an effort.
What does the law say?
It is against the law to discriminate against someone because of:
- being or becoming a transsexual person
- being married or in a civil partnership
- being pregnant or having a child
- race including colour, nationality, ethnic or national origin
- religion, belief or lack of religion/belief
- sexual orientation
These are called protected characteristics.
The law protects someone from discrimination in these situations:
- at work
- in education
- as a consumer
- when using public services
- when buying or renting property
- as a member or guest of a private club or association
Discrimination can be in the form of:
- Direct discrimination – treating someone with a protected characteristic less favourably than others
- Indirect discrimination – putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage
- Harassment – unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them
- Victimisation – treating someone unfairly because they’ve complained about discrimination or harassment
Note: It can be lawful to have specific rules or arrangements in place, as long as they can be justified
Disabled people have the same rights as other workers but employers also need to make ‘reasonable adjustments’ to help disabled employees and job-applicants with:
- application forms (eg providing forms in Braille, audio formats)
- aptitude tests (eg giving extra time to complete the tests)
- dismissal or redundancy
- discipline and grievances
- interview arrangements (eg wheelchair access, communicator support)
- making sure the workplace has the right facilities and equipment for disabled workers or someone offered a job
- promotion, transfer and training opportunities
- terms of employment, including pay
- work-related benefits like access to recreation or refreshment facilities