Real diversity is not a matter of ticking the box. It’s about hiring a team that involves people of diverse viewpoints, ethnic groups, beliefs, cultures, skills and ages. Gallup concluded that “many organizations still recognize behaviors, social traits, viewpoints, beliefs, family makeup, and educational status or tenure aspects of diversity.” However, diversity is just half of the equation. Hiring diverse people means nothing if they don’t feel involved. This is a problem that many businesses face in seeking to build a well-rounded culture.
Diversity and inclusion isn’t a one-size-fits-all solution when each society has its own special circumstances. Besides that, one could never completely predict the remarks, circumstances and attitudes that will happen. It’s important corporations and HR emphasize putting measures in place to explain what’s appropriate and what isn’t.
Here are six methods that helps businesses and HR staff ditch the check the box approach and build a corporate culture that encourages diversity and inclusion.
Drive Change By Education
Education comes in various ways like trainings, team bonding activities, seminars and classes, to name a few. The aim of training workers is to make them conscious of their own implicit bias, inculcate a new viewpoint, bridge gaps and improve relationships. Leaders, particularly middle managers, have to be completely onboard and committed to teaching themselves and being conscious of their own implicit bias.
HR must stay open to pursuing multiple learning options to keep management and staff involved in education. Organizing an inclusion committee will help resolve underrepresented workforce groups and promote diversity effectively by recruiting, creating, encouraging and maintaining diverse workers. Members of C-suite must be personally present, but staff, particularly from different backgrounds, should be heading the team.
Foster A Welcoming And Secure Space
Upholding a supportive environment for all employees includes posing challenging questions, getting suggestions and developing conversations to create stronger partnerships. For too long, workers have been stepping away from uncomfortable and sensitive interactions for fear it will create a divide inside the workplace. Contrarily, believing these gaps don’t arise is what causes the difference.
It is important to create a safer, cleaner and more optimistic workplace environment. Without the threat of retaliation, workers should feel noticed and relaxed freely expressing their thoughts, views and concerns. They should be assured that their employer encourages and supports their distinctions. Joe Bailey, Business Development Consultant at My Trading Skills, says, “In order to reach this, businesses have to motivate everyone to deliver their views and encourage collective decision-making.”
Collective Accountability Practice
Any culture has laws that must be enforced in order to maintain the workplace operating and safe. Violators must face the repercussions, irrespective of their position or title. To turn a blind eye to one condition is how toxic communities are created. Leadership and administration are those who set the standard of culture, and staff, candidates and stakeholders turn to them to see how they follow what they practice.
Regarding George Floyd’s recent murder, people have used their social media outlets to call on businesses and keep them responsible for the neglect of diversity and inclusion. They even go as far as boycotting brands for their neutral position, lack of responsibility and misbehavior.
Review the application and hiring process
HR Technologist wrote that “unconscious bias will adversely affect hiring and recruiting efforts, making it more difficult for applicants from historically under-represented backgrounds to get recruited.” John Linden, Mirror Coop’s lead interior designer, has unwittingly already placed women and other minority groups at a disadvantage. He continued that “irrespective of the leadership positions you aspire to play, first and last, there are plenty of well-qualified women, migrants, and people with disabilities, LGBT people and people of different races.”
Businesses should perform an evaluation of their existing recruiting process and see if bottlenecks and obstacles remain when it comes to recruiting diverse candidates. Some methods to do that is:
- Rewording the job advertisement and also being mindful of words used. – For example utilizing adjectives like confident and superior turn off women from applying
- Assessing social media accounts and websites to see whether images, videos and language demonstrate diversity initiatives
- Using blind resumes where details such as titles, date of birth, college, etc. are deleted
- Using methods such as Greenhouse to eliminate negative views about the applicants while interviewing
- If aiming for a diverse culture, talk about what you strive to be
- Trying to implement racially based personality tests
- Identify outlets where diverse applicants can be found
- Inspire minority workers to refer their contacts
Both applicants and staff assume transparency is important. Monster shared “62 percent of job seekers would reject a career offer if they assume the organization does not promote an inclusive and diverse working culture. ”Another Monster survey showed “job seekers are observing how prospective employers react to social issues.” Similarly, “the willingness to work for a business improved for almost 62 percent of employees based on a company’s reaction to the Black Lives Matter Movement. Conversely, the probability declined over half (55 percent) due to a company being silent. However, several respondents shared their doubts about how genuine the company’s external communication is. While others have committed to helping the Black Lives Matter or LGBTQ culture, few have expressed how they intend to do so or have faced up to past events that have undermined their dedication.
Celebrate differences between employees
Companies must regularly analyze and learn regarding the culture they want and ensuring that it is one that’s consistent with their identity and priorities. There are numerous ways in which businesses should encourage inclusiveness and acknowledge diversity between workers such as:
- Hosting potlucks in honor of the various nationalities inside the organization
- Incorporating numerous workplace accessories like artwork or furniture from diverse cultures to expand the viewpoints of workers and encourage conversations
- Supporting immigrant or small business groups (business lunches, grants, etc.)
- Getting a dedicated meditation or prayer space
- Conduct mini activities to express gratitude, create dialogue and educational staff during the numerous holidays their coworkers are enjoying
- Arranging a book club creating dialogue on critical and complex issues such as representation of LGBTQ, social justice, etc…
- “Putting groups together for a game of diversity, like “I am … but I am not …” To challenge and eliminate stereotypes, either constructive or destructive, This instance used in an MIT paper was shared by Big Think Edge, “I am Asian, but I’m not good in mathematics.”
The culture of the Zappos is focused around workers taking their whole self to work. One way they can do that is by encouraging staff to decorate their desk and customize it. Letha Myles, my tour guide, informed me on this year’s tour of the Zappos Las Vegas headquarters how encouraging workers to display their personality helps to create connections and make them be their true self. She clarified this often lets guests interact on an individual level with staff through items that are on one’s desk.
Be frank about the goals, progress and shortcomings
Companies typically hold workers in the dark on what was going on internally. As a result, workers never feel that they were respected for not being included in the loop or involved in the decision making process. The value of employee integration raises productivity, strengthens morale and provides a feeling of belonging in the company. Workers may also help find points of vulnerability that may otherwise have been ignored. In addition, they can help offer creative ways to achieve targets and transform vulnerabilities into advantages. For this cause, executives should be constructive about sharing priorities for diversity and inclusion, benchmarks, and how those outcomes will affect the company’s mission, community, brand, and bottom line.