Building a Diverse and Inclusive Workplace
Having a diverse and inclusive workplace is a business necessity in today’s time. It no more just a smart business decision to have a workplace that is diverse and inclusive. It is ethical too and can result in a range of enhanced benefits. These benefits can include higher innovation, enhanced decision making, improved employee engagement and a better financial performance. Diversity has gone beyond just hiring people from different nationalities, genders, races, and sexual orientation. To be truly inclusive, a workplace must make everyone feel welcome, safe, and free to be themselves.
A company must have a deliberate and comprehensive strategy to build a diverse and inclusive workplace. Let us examine how this can be done.
Build an inclusive culture
The culture in your workplace must be such that everyone feels valued and respected. The policies and guidelines must specify that there shall be no discrimination and harassment of employees in any form and every employee must be made aware of their rights. The organization must provide platforms and avenues for employees to address their concerns and ideas without fear of retribution. An open dialogue must be encouraged. Employees must be encouraged to give diverse perspectives at every point. The organization must find ways in which employees from diverse backgrounds can collaborate.
Start at the top
Diversity and inclusion should not just be a priority but part of the agenda for people at the Founder and the executive leadership team. The company’s goals should be shaped keeping DEI (Diversity, Equity and Inclusion) in mind. When leadership demonstrates that they respect and value people who are different from them and from various nationalities, religions, races and sexual orientations, they create a healthy company culture. The leadership team must make everyone feel that they can be who they are in the workplace.
Prioritize diversity while recruiting
Recruitment is the starting point to have a diverse pool of employees. Recruitment teams must actively seek candidates with diverse backgrounds through targeted outreach efforts. Review your job descriptions and ensure that they do not have any unintended biases. Tell your recruiters to remove identifying information like gender and ethnicity and focus on skills and qualifications. Recruiters can also identify organizations that promote diversity and tap into their networks to source candidates.
Diversity and inclusion training
Training and development is the focus of every HR department. Ensure that diversity and inclusion find a prominent place in the learning programs that the organization arranges. Ensure that every employee right from the senior leadership team to a person at the front-line attends these training and development initiatives. The programs must sensitize employees to topics such as unconscious bias, cultural competence, and inclusive language. Reward and promote empathy and sensitivity among employees to foster an inclusive workplace.
Safe space and employee resource groups
Most organizations have voluntary, employee-led groups that help with providing support, networking, and advocacy for underrepresented groups within the organization. Create a platform and safe spaces for employees to connect and share experiences. Leadership teams can use these groups as a valuable resource for ideas and recommendations for DEI initiatives.
Simple initiatives like having a unisex toilet or a toilet for handicapped people can go a long way in promoting diversity and inclusion. Informal events and even team lunches can bring people together and help them interact with one another. Employee resource and support groups can work on the diversity issues that they want to focus on and spark conversations and action on them.
Policies and procedures
Every organization must review their policies and procedures often to understand if they align with the DEI objectives, Review every area such as recruitment, promotions, benefits and performance evaluations for potential biases or barriers. Ensure that the decision-making process is transparent using DEI task forces or committees. Regular review, assessment and monitoring of policies is a must.
Sensitize employees to communication
Encourage transparency among employees and provide platforms where they can express themselves and talk about various issues that they may be facing. Communication is the key to understanding issues related to diversity and inclusion.
Sensitivity is key in communication. You could encourage employees to talk about “Spouses” or “Partners” rather than using terms like “husband” or “wife” will be encouraging for members of the LGBTQIA community to express themselves and feel included. It is very important to not be insensitive to their identities.
Every communication going out from senior management or HR must be cleared and be sensitive to focus on DEI.
Feedback mechanisms
Give employees various ways in which they can share their feedback using employee surveys, all-hands meets, or during discussions and campaigns. Create platforms where they can share their feedback, stories and have an open dialogue that can lead to positive outcomes. Every aspect of your organization must be tolerant to a diverse environment. Employees must feel that they belong here and are supported to thrive.
Summary
DEI initiatives promote good employee satisfaction, collaboration and corporate reputation. A diverse and inclusive work culture promotes creativity and innovation. Building a diverse and inclusive workplace requires dedication, commitment, and a compulsive strategy. Good DEI initiatives make every employee feel values and empowered. Employee well-being is enhanced and it boosts organizational success.
