Fancy a drink? No, thanks - let me tell you why

I’ve been covering diversity-related stories for a while now, but it has only been in recent months – as part of my personal journey to learn more about people from ethnic communities and understand their experiences – that I’ve realised diversity and inclusion come as a package. As an employer, you can do everything in your power to improve diversity, but that effort is meaningless if your staff from diverse backgrounds aren’t working in an inclusive environment.

So I was intrigued to see a report land in my inbox this week on the experiences of British Bangladeshis and Pakistanis in law firms (also, the title immediately grabbed my attention as I’m a proud member of the Bangladeshi community). And it wasn’t the kind of report I fear – the ones full of numbers and charts, possibly accompanied by an excel spreadsheet.

For this report, diversity recruitment specialist Rare interviewed 10 British Muslims, whose experiences hit home the message that diversity and inclusion go hand in hand.

Interviewees, for instance, spoke extensively about feeling excluded by the drinking culture within law firms.

One interviewee, Hamza, said: ‘It feels dishonourable in terms of religious beliefs going into a pub because that’s a place that we don’t really like to associate ourselves with. It basically creates a disconnect between us and our colleagues because they collectively will go to the pub and drink for a very long period of time and really get to know each other. And then someone who really doesn’t want to be there or isn’t there doesn’t get that connectivity that you need.’

What could help create an inclusive environment? Social gatherings or team-bonding exercises in the office building or some other venue that’s not a pub or bar.

To stress, the report isn't saying you can't go the pub anymore. But you'll see that when you read it.