The group has launched a microaggressions training course, ‘Handling non-inclusive clients' and ‘What’s in a name’ campaigns
CVS Group Introduces New Inclusive And Equitable Workplace Initiatives
4 weeks ago 
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CVS has introduced a series of initiatives to further improve equity, diversity and inclusion (EDI) within its practices and workplaces.
Three new initiatives - the issuing of ‘Handling non-inclusive clients' guidance, ‘What’s in a name’ guidance, and a new microaggressions training course – will support an inclusive environment for all colleagues.
CVS’ ‘Handling non-inclusive clients' aims to tackle discriminatory comments made by clients in the consult room head on. Its EDI team has produced detailed guidance for colleagues on how to handle this prejudiced behaviour, with an accompanying visual flowchart with advice on dealing with discriminatory or non-inclusive comments in the moment.
A new ‘What’s in a name?’ initiative has also been launched. Mispronouncing a person’s name can cause them to feel excluded or like they’re losing part of their identity. CVS’ EDI team has therefore created new guidance on the importance of the correct pronunciation of names which has now been issued to all colleagues.
In addition, a new ‘Understanding and avoiding microaggressions’ training course has been launched to raise awareness of their harmfulness to marginalised and minority groups. It looks at the three common categories of microaggressions; micro-assaults - intentionally offensive and demeaning comments or actions; micro-invalidation - when someone invalidates a minority by belittling their experiences or struggles; and, micro-insults - where a person indirectly insults a member of a commonly marginalised group using assumptions and stereotypes. The course offers insights and practical advice on what to do if any colleagues experience or witness them.
Robin Alfonso, Chief Financial Officer at CVS Group who leads its EDI strategy, said: “Everybody at CVS should feel safe, valued and included at work. No-one should feel threatened, insulted, marginalised or invalidated.
“These new initiatives highlight our no-tolerance approach to prejudice. We hope they will support our colleagues in not having to tolerate such behaviours.
“They will further help us to provide safe spaces for everyone - regardless of who they are, how they identify, or their background. And they will help us to protect the wellbeing of our colleagues.”
CVS has a dedicated EDI Committee and colleague EDI groups, who focus on: ethnicity; gender; LGBTQIA+; ability and neurodiversity; and social mobility. They create strategy, launch initiatives, monitor progression and form peer support networks. The group is also a member of the Employers Network for Equality & Inclusion (ENEI).
In the last 12 months CVS has updated and extended its colleague EDI hub (on its unique Knowledge Hub platform) and has partnered with ENEI to add to the resources and training available.
Over the next year CVS Group is committed to continuing its focus on fostering an inclusive and equitable workplace environment. It has set new targets to increase the % of colleagues saying they feel ‘equally included at work’ and the % of colleagues reporting they feel ‘safe to speak up about anything that concerns me’ to 85.0%.
CVS’ full EDI strategy and programme is detailed in its 2024 sustainability report, the third since the company launched its group-wide sustainability programme in 2020. In 2023 the group set stretching targets with the aim of becoming a more sustainable company. For further information, including CVS sustainability CVS progress and targets, please visit Results and Reports | CVS Group (cvsukltd.co.uk) .
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