What we need is a mindset for renewal, reinvention, and growth by moving diversity and inclusion where it belongs: in the center of the organization. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. Acceptance fosters mutual respect and prevents conflicts from arising. In an effort to improve each team member’s sense of belonging, mteam has been able to bring team members together and increase connections. The two concepts, though inextricably bound, are distinct and require … Nevertheless, many companies exclude their employees from the decision-making process. Diversity refers to political beliefs, race, culture, sexual orientation, religion, class, and/or gender identity differences. Great Place to Work assessed hundreds of publicly traded companies before, during, and after a recession. Selective Mentoring. Consequently, leaders gain new perspectives and inspire employees to make a difference. Every manager should build an inclusive team environment by listening to their employees and recognizing them for their everyday efforts. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. It’s more than just a money issue, of course. But a vast number of these initiatives prove ineffective or fail within a year or two. Silos become dangerous because they encourage exclusivity rather than inclusivity, decrease productivity and productivity, etc. Growth strategies are becoming less about the business defining the individual and more about the individual defining the business. You may opt-out by. However, only 40 percent of employees agree that their manager fosters an inclusive environment. As you build and grow your employee networks, remember to focus on creating thoughtful conversations and strategies around D&I in the workplace. Cloverpop, an online decision-making platform, examined 600 business decisions made by 200 teams. Frequently embracing and recognizing differences can motivate employees to continue bringing their best self to work. Workplaces that ensure psychological safety and trust help employees to speak up. Gathering honest feedback on a frequent, real-time basis allows you to course-correct if something is awry. Once you’ve garnered adequate support, ask critical questions about your company’s workforce. Establish a sense of belonging for everyone. Hiring individuals with disabilities is counterproductive, if both the tools and acceptance necessary for success, do not support that commitment. Know what opportunity diversity and inclusion solves for. If you aren’t changing the way your recruiting process is structured, you’ll always get the same type of people. Make sure they have the wherewithal to acknowledge their own bias, and ensure they’re hiring fairly. Below are some of the top challenges that organizations face when it comes to leveling up their diversity and inclusion strategies. Leadership in the Age of Personalization. Consider creating a campaign to increase activity in your employee recognition program to ensure everyone feels appreciated by their peers and managers. Discrimination, in all its many forms, is illegal. Remember: Gathering data is just one piece of the puzzle. Without a concerted effort towards both inclusion and diversity, your workforce will feel out of place and unsupported. The first is to look at the Inclusion Climate—the equitable employment practices, integration of differences, and inclusion of decision-making. Required fields are marked *. It’s important to also remember that all employees need to recognize each other in order to breed a truly inclusive culture. This higher engagement has a ripple effect on profitability, team morale, and retention. Not only is D&I a move in the right direction morally, it is also smart from a recruiting and company growth standpoint. This report explores inclusion and exclusion in more concrete terms by examining employees’ daily workplace experiences and finds: Invisibility: Experiences of inclusion are often invisible—challenging to describe, difficult to pinpoint, and, yet, in many workplaces, the expected norm. The Harvard Business Review found a statistically significant relationship between diversity and innovation outcomes. Diversity and inclusion is obviously beneficial to employees’ mental health, but it also has downstream impacts that are good for business. Research suggests that a lack of diversity and inclusion in the workplace can promote discriminatory behavior. The Future of Inclusion. Use staple HR tools to monitor your progress toward becoming a more inclusive, diverse company. Instead, a commitment to diversity and inclusion has become a necessity for businesses at any size. Part of the disconnect organizations encounter with workplace diversity after hiring occurs because they fail to understand howdiversity differs from inclusion. The only way to know if D&I is improving in your organization is to measure and track it. Your email address will not be published. These elements must go hand-in-hand in the workplace in order to truly make an impact. Both aspects of D&I are important一diversity without inclusion can result in a toxic culture, and inclusion without diversity can make a company stagnant and uncreative. You must be able to answer the following question in a few words: Why do people need your plan, and what is the opportunity it is solving for? - How HCM Technologies Can Scale Inclusion in the Workplace by Gartner. Join our email alert list so you never miss a post. The world of workplace diversity has transformed immensely over the past decade. Employees who don’t feel included easily become depressed and withdrawn, making them uninclined to offer solutions they believe will be ignored or rejected. Some recognition tools offer digital celebration cards to celebrate new hires, work anniversaries, birthdays, and milestones. This helps employees across various locations and departments get to know each other and build meaningful relationships. A diverse and inclusive environment establishes a sense of belonging among employees. Team dynamics and employees’ sense of psychological safety play a big role in feeling respected and valued at work, and this is where management comes in. The Equal Employment Opportunity Commission (EEOC) concluded that harassment, which is a form of discrimination, is more likely to happen in the workplace with a lack of diversity. The work may have started with the best intentions –valuing individual listening to the unique needs of diverse populations—but once they see success, it’s not about inclusion anymore. This Spring, YW Boston partnered with Bentley University on their report, Intersectionality in the Workplace: Broadening the Lens of Inclusion.YW Boston’s work focuses on the intersectionality of race and gender, specifically, by working to help individuals and organizations create more inclusive environments where women, people of color, and especially women of color can succeed at all levels. In a BCG study, companies with diverse management teams had a 19 percent increase in revenue compared to their less diverse counterparts. Our goal as leaders is to convert the melting pot of differences into a mosaic that fuels strategies for growth, innovation, and opportunity to maximize the full potential of people, brands, and businesses. Be sure to measure diversity and inclusion–related KPIs before and after implementing each new D&I initiative. They assume existing and potential employees targeted by these programs must change to fit into the current workplace culture. September 14, 2020Last Updated: October 7, 2020. The only way to know if D&I is improving in your organization is to measure and track it. Measurement. My goal is to prepare organizations to lead in the age of personalization– to achieve maximum growth and significance in the workplace and marketplace - as the individual. Inclusion is tougher to measure, but there are two key ways to do it. Learn how to take the pulse of employee engagement at your company. Diversity needs to be baked into your hiring practices. They cater to the status quo. In addition to employee networks, think about your overall D&I strategy. Besides the fact that diversity improves your current business, 67 percent of workers consider diversity when seeking employment. Learn how to strengthen engagement and facilitate trust with your workforce. They look and sound great. As the landscape of America’s workforce continues to shift, there’s been a great deal of research on the topic of inclusiveness in the workplace, and how it’s important in a multi-faceted way, including economically. The Achievers platform delivers on all fronts. Give diversity and inclusion visibility. Other policies should clearly summarize the company’s stances on compensation and benefits, and employment conditions and termination. Companies need to embrace D&I for an improved employee experience. Lack of participation is often connected to uncertainty and fear of what will happen if they do speak up. These groups should receive training to understand new HR policies and practices. Before deploying a recognition program, Meijer, a family-owned superstore based out of the U.S. Midwest, was aware that silos between teams or groups within an organization can severely hinder collaboration. For example, more diversity can result in increasedemployee engagementand reduced turnover, as employees who feel included, accepted, and valued are happier and more engaged. Highly engaged employees go the extra mile for the organization. Without inclusion, however, the … Companies are starting to focus more on diversity, but many disregard the inclusion piece of the puzzle. How well do you practice diversity of thought? Many organizations struggle with silos, within departments or throughout the organization. For an individual who is part of the majority group, such as a white male in a workplace staffed almost exclusively by white males, the lack of diversity in his workplace means he has few or no opportunities to understand other groups’ perspectives and … These training sessions need to show that you’ve done your research and you know about the current biases in your workplace. When it comes to employee networks, our D&I committee helps with the following: drive awareness and education of employee networks, provide strategic guidance, and share industry research and best practices. Organizational change begins at the top. Inclusion means that everyone in the diverse mix feels involved, valued, respected, treated fairly, and embedded in your culture. My organization, GLLG, helps companies build high-performance leaders, teams and cultures focused on inclusion and the power of individuality. This also applies to all employees. Highly diverse, inclusive companies experienced a 14.4 percent gain while the S&P 500 saw a 35.5 percent decline in stock performance. Diversity training helps employees understand how cultural … Diversity and inclusion initiatives must align with your organizational goals and company values. Our award-winning platform is a great fit for organizations looking to strengthen their D&I initiatives. Simply put, people invest in respect. People working in inclusive workplaces also tend to have better physical and mental health and take less leave for health issues. That’s how companies end up solving for the wrong things at the wrong time – thus widening opportunity gaps. Consider adding other typical D&I KPIs like the percentage of employees belonging to minority groups, average tenure of employees based on age or ethnicity, etc. Upper management needs to allocate resources to D&I efforts, even in the face of uncertainty. Gartner found that inclusive teams improve team performance by up to 30 percent in high-diversity environments. Diversity and inclusion initiatives must align with your organizational goals and company values. As Thomas Wedell-Wedellsborg stated in the Harvard Business Review, this is exactly why companies are bad at figuring out what their problems are and end up solving for the wrong things: “What they struggle with, it turns out, is not solving problems but figuring out what the problems are. Encourage team leads to listen to the ways in which D&I is manifesting at all levels of the employee experience. Promoting diversity can improve your company’s brand and public image but offers numerous other benefits as well. There are myriad ways to start incorporating diversity into your workplace. Train your hiring managers on unconscious bias and what can’t be asked during an interview, such as aspects of a candidate’s personal life or religion. When employees feel included, they’re more engaged. Today, there are many tools that companies can use for D&I initiatives. It’s no different in the workplace. By and large, diversity and inclusion initiatives focus only on recruitment, reputation management, and “checking off the boxes.”  That does not make them bad. For example, you can use your internal platform’s features to announce their establishment so employees can join, feature any upcoming events for employees to participate in, or request idea submissions. Practicing continuous listening and having real-time insights into what your employees are thinking and feeling when it comes to D&I in the workplace helps properly define and assess major challenges and opportunities. Actually, when it comes to diversity and inclusion, the problem starts with using the word “problem.” Diversity and inclusion should be about “opportunity” – specifically growth opportunity. This is not surprising when you consider that most diversity and inclusion initiatives are developed to comply with corporate governance and self-regulation (often under the heading “Corporate Social Responsibility” or CSR). I find more companies using diversity and inclusion plans solely to get recognized on a top 100 diversity management list. A significant majority of white respondents also said workforce diversity is important. My goal is to prepare organizations to lead in the age of personalization– to achieve maximum growth and significance in the workplace and marketplace - as the individual defines the business. Leadership must support diverse populations – activating and leveraging their full potential – while avoiding any tension that may disrupt engagement, their overall performance, and thus growth. In surveys of 106 C-suite executives who represented 91 private and public-sector companies in 17 countries, I found that a full 85% strongly agreed or agreed that their organizations were bad at problem diagnosis, and 87% strongly agreed or agreed that this flaw carried significant costs. One example is to kick off virtual coffee chats, which connect two employees at random to meet and talk about anything they want. Our D&I steering committee requires a good mix of committee members and representation from different areas of the company. Recognition tools should be used to promote your company values, especially the ones that speak to your company’s D&I initiatives. When there is a lack of acceptance of the diverse culture and beliefs among employees, conflicts may arise. Consider adding a non-discrimination module into your annual employee training to reinforce its importance to the company. For example, turn to your voice of the employee solution to measure how your workforce is feeling about current D&I initiatives and gather feedback on areas to improve. Unconsciously, people are more likely to be invested in someone else's career … At the heart of an inclusive workplace is respect and trust. If you’re not already, try leveraging pulse surveys to regularly capture your employee’s input and gather the pulse of engagement. Only 1 in 5 HR and engagement leaders agree that their employees deeply trust their company leaders. Fewer than one in 10 said they were unaffected by the issue. Teaching your leaders to recognize the unique talents of their team members and to reward employees for doing their best work can alleviate this issue and create a more inclusive workplace. This gauges employees’ sense of belonging and authenticity. Tools Workplace accommodations for mental illness are typically low cost and easy to implement. Some company value examples surrounding D&I include: embracing cross-cultural diversity, committing to equality, and demonstrating respect . Ask specific questions related to D&I to get employees’ thoughts on how to build a more inclusive work environment. The quality of their work may suffer and their rate of absenteeism may increase, which costs the company money. According to a Glassdoor survey, 72 percent of women, 89 percent of black respondents, 80 percent of Asians, and 70 percent of Latinos said workforce diversity was important to them. It’s about just getting out there to sell, sell, sell. According to Jeff Cates, employee networks are “perhaps the single greatest way to promote the type of inclusive culture that helps people thrive and businesses stand out.” Outside of ERGs, think about establishing a D&I steering committee to drive and advocate for D&I initiatives. Additionally, businesses that are in the top quartile for racial, ethnic, and gender diversity have a 25 percent greater likelihood of being more profitable than the national median for their respective industry. According to Deloitte, diverse companies enjoy 2.3 times higher cash flow per employee. One of my favorite Martin Luther King Jr. quotes is: “There is nothing more dangerous than sincere ignorance and conscientious stupidity.” And I am just going to come out and say it: Most diversity and inclusion initiatives fall into the former category: sincere ignorance. Leadership teams need to lead by example, from integrating D&I into their hiring interview process to the way they treat their fellow employees. All Rights Reserved, This is a BETA experience. The aforementioned Harvard Business Review article concludes, “In the context of the workplace, diversity equals representation. A lack of inclusion and compassion in the workplace may affect your company’s pride, productivity, and finances for years to come. Princeton and Harvard found that women are underrepresented in the American workplace by as much as 46%. Inclusion tackles the lived experiences employees bring to their day-to-day work and how those experiences are accepted, valued, and welcomed. Practise inclusive workplace behaviours, and become aware how non-inclusive workplace behaviours can leave people feeling undervalued. This helps spread awareness about ERGs and encourages people to sign up for D&I initiatives. By and large, diversity and inclusion initiatives … Managers and HR departments must present a unified front that upholds D&I practices, and measure the company’s progress toward D&I goals. Only then can we be courageous enough to steer away from like-mindedness through assimilating people’s differences (melting pot) and towards like-mindedness through honoring those differences (mosaic). The State of Workplace Diversity & Inclusion. Your email address will not be published. The days of taking a one-size-fits-all approach are over, never to exist again. Businesses can utilize diversity training, mentorship and creative hiring strategies to create more inclusive workplaces for … Meet as a team to openly discuss these criteria, and build collaborative actions plans together to avoid unconscious bias as much as possible. This requires training management on what the company’s D&I goals are, why they’re important, and what’s expected of managers’ interactions with employees. When employees who are different from their colleagues are allowed to flourish, the company benefits from their ideas, skills and engagement, according to SHRM/Economist Intelligence Unit research. They may be well meaning, but they are misguided in their approaches. The c-suite is responsible for making major business decisions; those that actively seek minority voices learn about the issues that diverse employees face. These characteristics include gender, race, physical ability, religion, age, and socioeconomic status, among others—or, as defined byGallup, “the full spectrum of human demographic differences.” In fact, Harvard Business Review found that more diverse companies report 19 percent higher revenue. Let’s face it. They are usually well-meaning too. In particular, gender-diverse teams outperformed individual decision makers 73 percent of the time, and teams diverse in geography, gender, and age made better business decisions than individuals 87 percent of the time. Usually, this translates to an annual survey, but that’s simply not enough. Can you answer this? Objective criteria reduces the chance of bias or prejudice. 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