The Importance of Diversity and Inclusion and How to Get It Right
Research shows that diverse groups outperform homogenous groups in many areas such as innovation, creativity, new product development and overall performance. However, numerous organizations still neither recognize nor invest in diversity. Diversity programs are easily seen as charities that only help others. However, the truth is that investing in diversity and inclusion helps strengthen your organization from a financial standpoint.
Here are eight ways to show why diversity, equity and inclusion (DE&I) matter and how to ensure that you have the right DE&I strategies in place.
Research conducted by scientists at Harvard University, Denver University, and New York University investigated hidden prejudice by interviewing men and women from 78 countries and American boys and girls aged 9-10. The survey found that men are stereotyped as smarter than women. When questioned explicitly, survey participants denied this.
To overcome prejudices, investing in recruiting a diverse workforce and making equal efforts to empower each of them is a good start.
Internal employee surveys are another terrific technique to learn about acts that are anti inclusive in your business. The survey questions should be broad to receive both the qualitative and quantitative sides. If everything works as planned, you will be more aware of previously unnoticed workplace stereotypes.
According to a recent Beqom study, more than a third of workers do not believe their companies pay judiciously. A staggering 70% of Gen Z employees would consider leaving professions for improved pay transparency.
Pay equality is a fantastic method to encourage diversity and inclusion. It is also a legal requirement within the U.S. and other nations that entails an employer’s obligation to pay workers equally for the same job. Pay equality combats discrimination in the workplace based on race, gender and ethnicity, sexual preference, or many other factors. Investing in human capital is the best way to promote diversity and inclusion. The fact that women are earning less than men is hurting profits.
Develop a training strategy
Start by defining the objectives of your diversity investment efforts before making a list of training materials. Setting clear goals for every program is a great idea. For instance, “We desire more women in leadership positions at our organization,” or “Inclusion and diversity matters in our company, so it should be improved.”
The frequency of the program as a way of diversifying investments will fit into existing learning structures. Whether there are any financial implications or any logistical aspects that have to be figured out before the launch are all factors you must consider.
Employee resource groups
One of the methods of investing in diversity and inclusion efforts is employee resource groups (ERG). It is an excellent method to bring together individuals and form an association of people with similar backgrounds. This is especially beneficial for groups that don’t receive enough attention or for those who are often overlooked.
ERGs can also assist you in finding mentors with more fabulous experiences or other people who are also interested in similar subjects. These two things could benefit your professional growth and the company leaders to understand why diversity and inclusion matter. Naturally, they would like to learn from you instead of explaining everything about your business even though they might not have all the information to be aware of.
One of the most effective ways to invest in human capital is by recognizing cultural traditions and celebrating them with office workers. When celebrating a holiday or a cultural celebration, it is easy to overlook that not everyone comes from the same heritage as you. Be sure to include customs from different cultures when you plan an event for your team.
There are numerous ways to celebrate, from simple gestures like putting up a Christmas tree or celebrating Hanukkah, Holi, and Eid. Invite people from different backgrounds and encourage them to participate in the celebrations even if they cannot take part in the festivities in the traditional sense.
Mixed teams with ethnic focuses
Building a team is vital in any organization since it allows employees to communicate positively and constructively with one another. Your employees will be more efficient during their daily tasks when you use this method to help your company with diversity, investing in building connections in the workplace. For team-building activities to be practical, they must apply to the workplace.
Mixed teams with an ethnic focus are an excellent way to invest in human capital. It is essential that everyone feels at ease when you are bringing people with different backgrounds together to participate in group projects. You should ensure that no one feels disregarded or uneasy due to their race, ethnicity, religion, etc. You might want to consider planning specific events to accommodate different types of employees.
Enhance the exchange of feedback through a varied environment
Diversity and inclusion matter because a sundry community encourages exchanging opinions and ideas and new thoughts, attitudes, and perspectives.
Investing in diversity that eventually establishes mutual respect and trust is necessary to make this exchange more efficient. There are a variety of ways to accomplish this. For instance:
– Be transparent and open regarding your hiring policies. Make sure that employees are aware of how to make inclusion a priority. If there are not any specific guidelines yet, let them know.
– Allow employees from diverse backgrounds to engage with each other and get together during off hours by arranging social events like office picnics or holiday events. Inform them that they are welcome.
Progress tracking over long durations of time
If you are investing and creating a diverse workforce, do not expect immediate results. Creating a workplace that attracts and retains employees from diverse backgrounds takes time and energy. One method to gauge progress is to monitor the number of applicants within each department who are minorities, underrepresented, or women. It is possible to track the percentage of applicants who are hired as compared to their proportion in the applicants’ pool.