Diversity and inclusion are more than just policies. Equitable employers can outperform their competitors by considering the unique needs and perspectives of all of their team members. As a result, employees can have deeper trust and loyalty to their employers in a diverse and inclusive workplace.
Typically, a diverse and inclusive workplace is one where everyone, regardless of their background and culture and what they do for the business, feels equally involved in all of the areas of the company.
So, how diverse is your staff? To get better eyes on that and really dig into diversity issues, ask and answer these questions:
These are all the questions that can reveal the degree to which your workplace is (or is not) diverse and inclusive.
There are several ways to promote diversity and inclusion in your workspace, including by:
Here is a closer look at each of the diversity recruiting strategies that organizations can use to foster more inclusive workplaces.
It is important to understand biasness and build awareness for stepping towards real change. There are a couple of different forms of bias. The first is the unconscious bias, this includes the associations and the feelings of bias that are hidden underneath the surface. Basically, the unconscious biases are not aligned with the open and declared beliefs, so it means that unconscious biases are more important to work on.
The best way to start it’s to help employees by understanding how individuals are impacted by unconscious bias. Every employee should be encouraged to review, analyze, and question their personal assumptions.
Humbleness toward the culture is another way to manage the bias and encourage an inclusive environment in the workplace. So this concept is about staying humble about cultural differences, so it is important to understand that no one is an expert, but it comes to respecting and embracing other people’s experiences and realities. So, being competent on a cultural basis is a very long life long practice.
Managers need to play reasonable and offer fair opportunities to every employee. Organizations that are willing to do so can manage the analytics to identify which employees are underpaid for the same roles and responsibilities. Getting insights on pay gaps existing in the team can help the managers to work on the trends that can be there where certain employee groups like people of color are being underpaid.
A diversity training program can be carried out, which can help the employees to understand the impact of cultural differences in work and interaction. This training covers all aspects from time concept to communication styles to deal with the conflict and self-identification.
In order to build awareness for diversity and promotion of inclusivity is to acknowledge the religious and cultural holidays of all employees. It is better that in daily meetings or the team call, asking the people how they are going to celebrate their cultural holiday.
Employees should be aware of religious and cultural holiday celebrations. Being respectful on such days for scheduling the meetings and understanding the employee’s different needs can bring inclusivity to your work environment.
Diversity is known as the presence of differences within an organization. It can mean differences in ethnicity, race, gender, age, sexual orientation, and socioeconomic class.
Equity is the act of making sure that all the programs and processes are fair, impartial and providing equal opportunities and outcomes to every employee.
Inclusion is the practice of making sure that people at your workplace feel that they belong. It means that every employee should feel comfortable within the organization when it comes to bringing their best.
There are many reasons why diversity and inclusion are crucial in a modern workplace. Some of the most important reasons include that diversity recruiting and inclusive workplaces:
Here is a closer look at each of these factors works with diversity recruiting.
There are many distinctions and which nation is becoming more diverse. It has been seen that the share of the white population fell to 15% over the last decade. There are different groups that are categorized as minorities, and they may reach the majority status in the coming years. Among the college-educated workforce, more than 50% are women.
But it’s not just about numbers, as statistics can help in getting the bigger picture. But it is fair to be caring about diversity and inclusion in the workplace. It should not be a policy but a core value as it is culture, not a club.
A lot of research has been done to confirm that the companies that have diversity and inclusion in their workforce financially outperform their competitors.
Companies with female representation among the executives have been showing more performance over the last decade. Also, the companies that include ethnic and cultural diversity have outperformed the other companies.
Finding and hiring talent is not an easier task nowadays, and job-seeking people consider the company’s commitment to diversity and inclusivity while applying for the job. More than 75% of job seekers look for a diverse workplace as an important factor. Every one in three job-seeking people does not apply to the companies that have a lack of diversity.
So simply, it can be said that companies that are not committed to diversity and inclusivity do not attract a larger portion of the workforce. The companies cannot afford to cut themselves off from such a significant number of people to hire.
It has been seen that the employees that work in an inclusive environment are more engaged in their work and demonstrate better for their organization, and they have greater intent to stay there. The same goes with respect to race, particularly with the engaged employees that are not very interested in leaving the organization regardless of their race.
So, it is good to support the unique attributes and contribution of people from all the groups to grow the company in the long term.
Our hands-on diversity recruiters have deep experience working with private, public, pre-IPO, and non-profit organizations. Clients are typically $50 million in revenue to Fortune 1000’s or have assets between $500 million to $15 billion. Successful placements span the entire C-Suite – CEO, Chief Operating Officer, Chief Financial Officer, and include vice president, general counsel, and other director-level leadership roles.
Discover more about executive diversity search — and find out why Cowen Partners is a leader among the nation’s best diversity and inclusion executive search firms in New York City, Anchorage, Miami, Boston, Denver, Chicago, St. Louis, Las Vegas, Seattle, Dallas, Los Angeles, San Diego, and beyond: