Steps To Improve Diversity & Inclusion in The Workplace

Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.

– Josh Bersin

Diversity & Inclusion has been a hot topic lately, and the fact that October is Global Diversity Awareness Month I thought it would be fitting to be having the conversation at this time.

While many companies are slowly adopting the idea of diversity and creating awareness, there are others that are confused as to what it truly means. The common misconception is that this idea came about as a way to fill some kind of quota but nothing could be further from the truth. This article aims to outline exactly what Diversity & Inclusion means, the effects it has on your business and the steps you and your company can take to get on board and become a more diverse and inclusive workplace.

Diversity

Diversity is defined as the many ways individuals are different and similar to one another. Thus, workplace diversity is understanding, accepting, and valuing differences between people including those of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations. It is including people with differences in education, personalities, skill sets, experiences, and knowledge bases.

Inclusion

Inclusion is the behaviors based on knowledge, awareness, and sensitivity that permit people to engage one another respectfully and value contributions. It is fostering a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees.

Diversity & Inclusion

Diversity and inclusion is a company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage.

Some actionable Steps to Improve Diversity & Inclusion:

1. Your Executive Team Should Portray Diversity & Inclusion

   The top management of a company or the make up of the executive team speaks volumes and is a big signifier to the rest of your workforce, as well as customers, partners and stakeholders about the company’s culture. It is essential to have diversity among top management. Men and women should be equally represented and should be from various cultural and religious backgrounds.

   According to Boston Consulting Group, among the Fortune 500 companies, only 24 CEOs are women, which represents just 5% of the total number of CEOs. It is also known that among the 500 CEOs, only three are black, another three are openly gay, and one identifies as a lesbian.

2. Foster A Company Culture Where Every Voice is Welcomed, Heard and Respected

   Companies must make sure employees feel included and respected regardless of their age, gender, race, religion, sexual orientation, physical conditions, cultural background or country of origin. Most often employees quit jobs when they feel that their authentic self and uniqueness is not appreciated or valued. As such, it is vital to create an environment where they feel a sense of connectedness to the company and its people. 

3. Communicate Effectively to Differences

   This can be challenging if there’s a lack of experience speaking or interacting with people from diverse backgrounds. It’s important to understand how people communicate, verbally and nonverbally. Depending on the culture, it may be appropriate to demonstrate, for example active listening by nodding and smiling, whereas in some cultures smiling would be inappropriate. It is important to do some research so as to be on the same page when communicating specific job tasks and deadlines to accomplish goals.

4. Be Open-Minded and Flexible

   It’s important to be open-minded when meeting someone with a different cultural background. Easterners and Westerners, and many others don’t think alike, nor do they solve problems in a similar way. Avoid frustration and anger, by seeking to understand the basis for the cultural thought process. Strive to engage in productive conversations and facilitate work flow to maximize efficiency and effectiveness. Taking the extra step to communicate with an open heart and you will earn respect from your co-workers. Try to implement these methods to foster an inclusive work environment for everyone in the office.

5. Eliminate Bias In Promotion Opportunities

   According to Harvard Business Review, the hiring process is unfair and full of bias. Much of it is unconscious sexism, racism, and ageism. If left unchecked, it can harm your company. Iris Bohnet, director of the Women and Public Policy Program at the Harvard Kennedy School and author of What Works: Gender Equality by Design explains, “Seeing is believing… If we don’t see male kindergarten teachers or female engineers we don’t naturally associate women and men with those jobs, and we apply different standards” when we hire, promote, and evaluate job performance. “Managers have to learn to de-bias their practices and procedures.

Be observant, kind, and understanding to work colleagues. Be mindful of your thought process, words, assumptions, and avoid stereotypes about anyone. By treating people with respect and kindness, your cultural sensitivity will increase, creating an inviting, inclusive environment in the workplace.

I am currently reading and highly recommend the below books which have been very helpful in understanding Diversity & Inclusion in the workplace: