Workplaces in the UK are more diverse than ever, bringing together people with different backgrounds, experiences, and perspectives. This diversity can be a huge strength for employers, driving innovation and enhancing decision making. But, at times, differences can also lead to misunderstandings, breakdowns in communication and even conflict. Knowing how to manage diversity related conflict fairly and effectively is essential for maintaining a healthy and productive workplace.
This guide explores why such conflicts arise, the legal framework employers need to be aware of, and practical steps you can take to handle issues if they occur.
Why diversity-related conflicts arise
Conflict connected to diversity can take many forms. It might be as simple as a misunderstanding due to cultural differences, or as serious as allegations of discrimination or harassment. Common causes include:
- Cultural misunderstandings – such as different approaches to communication, dress, or religious practices.
- Unconscious bias – where assumptions influence decisions or behaviour without people even realising it.
- Harassment or discriminatory behaviour – including offensive jokes, deliberate exclusion, or inappropriate behaviour and comments.
- Clashes of values or beliefs – for example, disagreements linked to political views or religious expression.
When these issues are not managed well or in some cases not managed at all, they can escalate quickly, affecting employee morale, creating conflict and division, and even leading to damage to an employer’s reputation and financial loss if a case results in a tribunal claim.
The legal framework for UK employers
Employers have a clear duty to prevent and respond to discrimination or harassment in the workplace. The key pieces of legislation to be aware of include:
- Equality Act 2010 – This protects employees from discrimination, harassment, and victimisation based on protected characteristics such as age, race, sex, religion or belief, disability, sexual orientation, and gender reassignment. Employers can be held vicariously liable if they fail to take reasonable steps to prevent discriminatory behaviour from their employees.
- Health and Safety at Work Act 1974 – Requires employers to provide a safe working environment, which includes protecting employees from bullying or harassment that could harm their mental or physical health.
- Employment Rights Act 1996 – Covers areas such as unfair dismissal, which could arise if a conflict is mismanaged and doesn’t follow a full and fair process.
Practical steps to manage diversity related conflict
- Build an inclusive workplace culture
Prevention is better than cure. Employers should create a culture where respect, inclusion, and open communication are the norm. Delivering good quality diversity and inclusion training helps to raise awareness, having clear policies on equality establishes the expected standards and behaviours, and visible leadership commitment sets a positive example for employees to follow.
- Have clear policies in place
Equality, diversity, and anti-harassment policies should be written in plain language and regularly communicated to staff including during the induction of new starters. They should outline examples of unacceptable behaviour and explain how conflicts or complaints will be handled so that employees understand the process that will be followed.
- Act quickly when issues arise
Conflicts rarely resolve themselves. Managers should address concerns promptly listening to all parties involved so that there is a clear understanding of what has taken place. A quiet, informal conversation can often resolve misunderstandings before they escalate further. If the matter is more serious then employers should follow their grievance and disciplinary policies and procedures.
- Use mediation where appropriate
Independent mediation can be an effective way to resolve conflict without the need for formal procedures if the parties involved are in agreement with such an approach. The use of mediation encourages dialogue and helps employees to understand each other’s perspectives. At CUBE HR we offer a mediation service, to find out more please contact us directly.
- Be consistent and fair
Treat all complaints seriously and investigate them fairly by following your policies. Consistency is crucial, if one issue is brushed aside while another is formally investigated, employees may feel the process is biased. This may then create a perceived sense of additional discriminatory behaviour which will then lead to further issues.
- Support managers with training
Line managers are often the first point of contact when conflict arises. Training managers in conflict resolution and equality awareness ensures they have the confidence and tools to deal with issues effectively.
The benefits of managing conflict well
Handled correctly, conflict doesn’t have to be destructive. In fact, it can lead to greater understanding and stronger teams. By encouraging open, respectful dialogue and showing a commitment to fairness, employers can turn conflict into an opportunity for growth. It also helps protect organisations from legal risk, reputational damage, and staff turnover.
Diversity is a strength, but only if organisations know how to manage the challenges that come with it. If you company has concerns about managing a specific conflict related to diversity then it is important to seek professional advice tailored to the particular situation.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog What does the employment rights bill mean for DEI?
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
