Now is the Time: Veganism and Workplace Inclusion

Dr Jeanette Rowley explores why veganism matters for workplace inclusion this National Inclusion Week

National Inclusion Week was founded in 2013 by Inclusive Employers to celebrate inclusion in employment. The objective is to promote the need for focussed time for positive discussions about inclusion in the workplace to generate new ideas and meaningful positive actions. This year, the theme for Inclusion Week is Now is the Time to emphasise not only the importance of being aware of inclusion as an important issue, but also the need to go further and take necessary practical steps to create a culture of true inclusion for all within organisations.   

It is common for inclusion initiatives to focus on a range of characteristics, such as disability, race and gender. However, creating a culture of inclusion for everyone rather than for only those more clearly visible, requires looking more carefully and uncovering blind spots to pro-actively engage with inclusion as an issue that is relevant at the level of the individual. The target is to arrive at a point at which an inclusive culture benefits everyone: one in which the need to ask if specific individuals, groups, or communities are included is no longer a pressing issue. With this in mind, the theme Now is the Time “for organisations to challenge any outdated practices, address systemic barriers, and take meaningful steps that create a more equitable and sustainable workplace for all”, resonates strongly with The Vegan Society’s mission to support organisations in their efforts to create a positive workplace for vegan employees.   

What is Veganism?  

Veganism is a philosophy and way of living which seeks to exclude – as far as is possible and practicable – all forms of exploitation of, and cruelty to, animals for food, clothing or any other purpose; and by extension, promotes the development and use of animal-free alternatives for the benefit of animals, humans and the environment. In dietary terms it denotes the practice of dispensing with all products derived wholly or partly from animals.  

Vegans’ Experiences in the Workplace  

Some vegans may feel valued and supported in their place of work. Sadly though, many vegans report a wide range of negative experiences, including feeling:  

• Intimidated and belittled by leaders issuing workplace tasks that required the vegan to compromise their moral convictions.   
• They or their diet are the brunt of uncomfortable banter and jokes.   
• Their dietary needs are ignored in planning for catered events and working lunches.   
• They are excluded when treats are brought for ‘everyone’.  
• Discriminated against by being denied the opportunity to establish Staff Networks.  
• Training or workplace policies do not acknowledge their legally protected status, and they are required to compromise their moral convictions.  
• Their HR representatives and Equality Officers are inadequately informed about the legal protection of vegans.  
• Their legal status is not included in staff training sessions.  
• Their requests for ethical pension options are not supported.  
• They are a burden at team events and seasonal celebrations, such as Easter and Christmas.  
• They have no choice but to escalate formal grievances about unfair treatment and unlawful discrimination.  

The Legal Protection of Vegans  

Those who live according to the vegan philosophy are protected under human rights law and the Equality Act 2010. Vegans hold genuine moral convictions about the exploitation of non-human animals that direct the way they live their lives. Vegans act on these convictions by making choices about what they eat, what they wear and the forms of entertainment they choose to fund. In law, veganism is a serious, cogent, and important belief and unjustified discrimination against vegans is prohibited.  

Vegans have a protected characteristic that might be less visible in a given workplace, but they should be no less relevant to organisations’ understandings and strategies for true inclusion.   

Understanding ‘Inclusion’  

Organisations work with phrases representing awareness and the need for compliance such as ‘Equality, Diversity and Inclusion’ (EDI), ‘Diversity, Equity and Inclusion’ (DEI) ‘Diversity and Inclusion’ (D&I) or ‘Resource Group’ (RG). But to understand how to build a culture of inclusion for all, organisations must first be clear about meanings:  

• Equality means that equal rights and opportunities are afforded to all.  
• Equity recognises that everyone should be treated according to their needs.  
• Diversity refers to demographic differences of groups.  
• Inclusion is when everyone in the workplace, regardless of their identity, cultural background, heritage or circumstances, feels valued, accepted and supported to fully participate and achieve in the workplace.   

 The pertinent question during Inclusion Week is: how is true inclusion achieved? It is not fully achieved by a visible rights and equality policy, nor is it fully achieved by accommodating specific needs on request on an ad hoc basis or being aware of demographic differences. These are contributing elements, but true inclusivity requires an additional step that values individuals as well as recognising their existence as a matter of compliance.   

Achieving Inclusion  

Individual inclusion will be achieved when everyone in the workplace feels that they are safe to reveal and live according to their authentic selves when at work. For vegans, this means feeling valued for their different perspectives and characteristics, feeling supported and having a sense of belonging in the workplace community. This requires a combination of fair organisational DEI policies, but also, positive leadership attitudes and behaviours that value and support the breadth of differences and perspectives. Importantly, mechanisms that facilitate routine employee engagement with shaping the workplace environment are critical.   

To include vegans in the workplace during Inclusion Week and beyond, here are a few questions for refection:  

•  What does your organisation know about veganism and the needs of vegans?  
• Does your organisation formally recognise and communicate the legal protection of vegans?  
• How does your organisation include, celebrate, and feature individuals with non-visible characteristics, including veganism?  
• Do the practical choices you offer in your organisation accommodate the needs of vegans?  
• Are your organisation’s leaders ambassadors for true inclusion by respecting and giving space for vegan voices?  
• Do you know if vegans feel able to bring their authentic selves to the workplace or whether they are ‘hiding’ their true selves because of unreasonable or persistent banter, prejudice, and marginalisation?  
• How do vegans in your workplace contribute to decision making?  
• How sure are you that vegans can raise ideas or concerns without feeling unwelcome or anxious?  
• How sure are you that vegans feel that workplace culture or policy represents them?  
• How does your organisation manage workplace harmony to avoid individuals feeling targeted or marginalised?  

Negative experiences faced by vegans in the workplace can be avoided by broadening the scope of inclusion policy, practice, and culture. If, on reflection, organisations recognise that the current scope of the inclusion initiatives have thus far been limited, now is the time to celebrate veganism, challenge outdated practices, address systemic barriers, and take meaningful steps that create a more equitable workplace for vegan employees. Further, everyone’s a winner: research shows that creating a positive environment for all, where everyone feels included and valued, not only fosters a sense of wellbeing, but also enhances motivation and productivity. Creating an inclusive workplace where vegans feel able to bring their authentic selves to work and contribute fully to objectives, initiatives and activities through a sense of belonging, can also contribute to the success of your organisation.  

The Vegan Society offers support and assistance to both organisations and individual vegans. HR professionals can contact Jeanette.Rowley[at]vegansociety[dot]com and we’ll be delighted to support you in your efforts to make veganism more visible in your organisation.  

If you are a vegan who is experiencing unfair treatment in the workplace and would like to discuss your circumstances with a view to obtaining information and signposting, please get in touch at knowyourrights[at]vegansociety[dot]com or call 07482 363922 for support. You can also find information and advice on the acas website.