The value of workplace diversity for a company's success is well-established, supported by numerous research results. Diversity is both a moral obligation and a strategic benefit in today's interconnected and globalized business environment.
This article shares several proven strategies that can help build a truly diverse culture. Topics covered include DEI policy, the role of leadership, inclusive communication, employee engagement, hiring and recruiting best practices, and how employer benefits can support diversity efforts.
The first and most important step in building a diverse workforce is to establish clear responsibilities and ensure everyone is on the same page. Consider starting by creating and enforcing a DEI policy.
Diversity, equity and inclusion is a term used to describe policies and programs that promote the representation and participation of different groups of individuals. DEI encompasses people of different ages, races, ethnicities, abilities, disabilities, genders, religions, cultures and sexual orientations.
To create a welcoming and inclusive environment for all employees, it is important to design a policy on Diversity, Equity, and Inclusion (DEI) that helps ensure everyone feels valued and respected.
Here are steps to follow when creating a DEI policy:
However, even with a comprehensive DEI policy, there is no guarantee of proper execution. Companies often face an implementation gap due to a lack of accountability, cultural resistance, and the evolving nature of DEI.
To promote DEI effectively, organizations need to go beyond the policy by implementing a comprehensive strategy. DEI efforts should be integrated into all aspects of the organization's operations, including recruitment, hiring, promotion, employee development, and decision-making processes.
Effective leaders establish the standard for diversity and inclusion by showcasing personal commitment. They communicate a clear vision of its significance and provide resources and support for diversity initiatives. They hold themselves and others accountable for promoting diversity and inclusion. Leaders must continuously learn, be open to feedback, and have mental flexibility.
To help you take action today, we have prepared a reading list for leaders who are eager to prioritize diversity and inclusion.
Inclusive communication is about engaging diverse audiences in a respectful way. This means using language, tone, and channels that promote inclusivity and avoid exclusion. By using inclusive communication, we can reduce biases and stereotypes and improve relationships with employees, customers, and talents.
In particular, you can start with:
Try mentorship programs, Employee Resource Groups (ERGs), training on DEI topics, and inclusive onboarding. These initiatives provide guidance, support, and career development opportunities to employees from different backgrounds and help create a positive, inclusive culture.
To ensure fair hiring practices, use blind hiring techniques that remove personal details from candidate applications. Expand recruitment efforts to include underrepresented communities, attend job fairs that promote diversity, and partner with organizations that prioritize diversity and inclusion. Train interviewers on unconscious bias and use diverse panels during interviews for equitable assessment and diverse perspectives.
There are even more techniques to support diverse hiring, but an even more important measure is to make existing employees feel good in your company.
Small changes can make a large impact in achieving a more diverse workplace. Making adjustments to your benefit plans is a great way to put your words into action. Here are a few items that you can consider adding into to your benefit plan and policies.
Designing the rewards and recognition programs to support both your potential as well as existing employees provides opportunities to differentiate your organization and its culture., Thus providing you with a competitive advantage by being more reflective of the shifting needs of your employee base.
As you see, establishing a culture of DEI is long, with significant efforts and a continuous process. Your business has to have a DEI policy in place. This policy should not be stand-alone, but a part of the overarching DEI strategy, which includes leadership commitment, hiring practices, employee engagement, inclusive communication and the last but not least a proper benefits plan. The last point is probably the most effective if you want quick and sustainable results. Prioritize the implementation of diverse employee benefits in your organization to feel the difference.