5 Diversity & Inclusion Considerations
As a company, you want to make sure they all feel welcome. How do you do this? By making sure your company culture goes beyond employees of a dominant group. This means being inclusive of people with disadvantages, disabilities, sexual standing, and gender. This is what makes a diverse and inclusive culture successful. Be more emotional. With a community, a shared sense of belonging can exist at the workplace.
There is no single solution but efforts can be made to increase equality. Workplaces will be able to thrive better and for longer.
Consider if there is a lower representation of women in managerial positions. Take a look at your company within the local labour market and against competitors. Then, consider your organisation's goals. Make sure they include concrete settings to help increase this number internally. Make leadership development more accessible and provide equal access for males and females. Counteract inclinations towards male favouritism and judgment against mothers. There needs to be a change in maternal bias.
Look at numbers and timelines that you want to target and for when. This promotes accountability so that things do not get lost in the pipeline. The bigger picture will always be in view.
2. Changing the Perception of Complaints
Some employees hold back when it comes to complaints in fear of being rejected by the company. This could include looking down on or being considered different. In which case would this happen? Harassment claims for example or mental health issues. Companies need to shift their mindset on harassment and discrimination. By putting strategies and tactics in place to provide guidance with positive leadership. Complaints should not be seen as threats, but as valuable insight.
3. Checking for Biased Technology
There is such a thing as biased technology. What does this mean? It means that some technologies can exacerbate inequalities. As companies look to improve their efficiencies, some are using the help of technology to do so. But companies need to be careful that the technologies they employ do not exclude people.
For instance, there is growth in companies using software for screening candidates. Potential employees should not get set apart because of social categories. This includes race and gender. Technologies need to be built on data that is fair to socio-demographic groups. This means equal chances for everyone.
4. Support Underrepresented Groups
Individuals within a company may be part of a community or group, which should be respected. This includes the company as a whole, but also the employees within it. There should be an increasing representation of particular groups for greater visibility. Such as to racial minorities or women.
Companies should try to create positivity for individual employees. This means avoiding stereotypes. For instance, tokenism — making a symbolic effort for the wrong reasons. An example of this is hiring minorities just to make a company seem more racially diverse. Greater visibility is needed to avoid the negativity that can stifle progress.
5. Leadership Buy-In
There are different dynamics within a company. But what is important is getting leaders on board at the start. Managers should be included in this to set an example for no bias. Having leaders on board can make it easier to roll out company goals and strategies. This holds true when it comes to diversity, equity, and inclusion. Organisations should focus on creating more sustainable and long-lasting impressions that resonate. Companies can do this by practicing inclusive leadership.
All-in-all there is no one-size-fits-all policy for creating and maintaining diversity and inclusion. But true authenticity can come out of it that improves performance. It also helps avoid tension between teams and individual employees.
Diversity and inclusion is not just a trend and it goes beyond "doing the right thing."It is good for business. For performance, efficiency, and recruiting. Gain a competitive advantage and attract candidates that are inspired by your workers.
What is the best strategy when it comes to diversity objectives? Tie company values with achievable and trackable goals. Break down your diversity and inclusion programme into smaller action steps.