Diversity, equity and inclusivity are essential for the success of any company. So many businesses fail to understand the benefits of a diverse work force and implement a plan to take advantage.
Is this a negative impact on their operation
The short answer to the question is Yes. The organization must view a diversity program as a percentage they can achieve. The organization should create an environment where everyone knows what being part of a diverse workforce means.
Diversity is not just for women or minorities. You can’t Fix By putting women of color in key positions. This is a problem that everyone faces and should be treated as such. If you don’t do it, your business will not reap the benefits of having a diverse team. You will need to work hard if you want to succeed.
This is more than a simple numbers game
What’s wrong your diversity and inclusiveness program? The low number of female executives working full-time in the UK and US may be a sobering reminder. Women’s inclusion is still a work in progress. We must be convinced that other minorities also share the same experiences. We can be sure that if there is not a representation of women in senior roles within a workplace, then there will be a lack of representation for other groups such as ethnicity or race, religion or disability, and individuals who do not define themselves. In a recent Forbes article, it is explained why is more than numbers. Numbers can be used as a way to measure diversity. A business will be truly varied if it manages inclusion and equity well. Then you’ll see the benefits, and not just the negatives.
The Does Not Work
You may still experience resistance and conflict despite the diversity training that is mandatory every year. This can result in a decline in revenue and productivity.
You’ve probably seen studies that show a diverse workforce can increase revenue and productivity. Where are you heading wrong? You aren’t the only one to have created a group which argues, suppresses opinions, and does less work than it used to. Diversity and inclusion can be seen as a way of hiring a token workforce. They don’t provide the team with the skills to help them gel and achieve all the benefits they’ve read about.
Diversity should be part of your core values. You need to go beyond a simple training session that will bring backs. Instead, you should empower equity and inclusion. What could go wrong?
- Diversity is a problem that affects all people, not just women and minorities. Diversity affects us all. Leaders should create an environment where everyone feels included and treated equally, with clear expectations.
- Minorities are often ignored or feel neglected. They need a place where they can be themselves, and a voice.
- Too much focus on diversity Compulsory Education can often increase a feeling of punishment. This can immediately cause defensiveness or reluctance from the people that you want to be on board, i.e. your workforce.
- Employees who fear disagreements are often the ones to isolate minorities. Respect for all views and freedom of speech must be the main focus. Discussion and disagreement are not discriminatory. It is beneficial to keep the discussion constructive and avoid getting too personal.
What is the correct answer?
Promoting diversity and inclusion will bring benefits. Aim to:
- Change Culture – Effectively demonstrated at all levels.
- Take HR into account – expand your recruitment and promotion procedures to include more groups. You must look beyond the number to see what candidates can do.
- Encourage and respect freedom of expression. Listening to and exploring different options will help identify and promote inclusion and equity.
- Equip your teams to succeed. Include a diverse group and give them time and freedom to explore their opinions.
- Do not just talk about equality, but practice it.
- Establish clear expectations. Everyone in the organization should be aware of best practices.
- Leadership must be specific. Lack of understanding is the root cause of many problems.
- Be proactive. Diversity and inclusion training is a great way to solve problems as long as everyone accepts this as a good idea. People need to feel valued in order to be committed. A committed workforce will perform well.
- Do not react instantly to negatives. All actions must be genuine, and the culture which promotes everyday inclusion plays a key role.
Communication is Important
It is easy to misinterpret motivations for change. This can lead to friction. Some people may feel targeted or blamed. Consider hiring a change manager consultant or finding suitable candidates to receive Change Management Training in order to smooth out the road. The wrong leadership is the biggest obstacle to success.
Diversity is much more than a trendy word. It is important to have leaders that can overcome resistance and, more importantly, make change stick.
When inclusion and equity are not well practiced, it can be detrimental to the business. When organizations actively and effectively recruit diverse workers, they can experience an increase in productivity and creativity. Businesses are required to go above and beyond the legal requirements.
Businesses that hire, promote or retain the best staff, regardless of nationality, gender, religious beliefs, or skin colour, will have a diverse workforce. The result will be an improved and more capable workforce compared to those who still adhere to outdated and inflexible practices.
Businesses should encourage a greater focus on the importance to feel valued and capable of contributing, without having to adhere to stereotypes or type. Leaders must be able to handle, develop and create diverse teams with confidence and the capability to express their opinion without discrimination.
Understanding cultural differences, and neutral conflict resolution, will help diverse workers manage their relationship with each other and work together towards a common goal. Effective equity and inclusion can help to achieve this without feeling that race, religion, or culture is a barrier.
When employees feel appreciated, they are more likely than not to be loyal, show commitment and work harder. This is good for productivity.