Mon 25 Sep 2023
Organisations are actively implementing concrete initiatives that redefine workplace culture. As we celebrate National Inclusion Week, we review seven actions that show the genuine commitment of organisations towards building a more inclusive future for all
Gone are the days when diversity and inclusion were merely buzzwords. Forward-thinking organisations are no longer satisfied paying lip service to these ideals and are now incorporating these principles into their DNA. They understand that diversity encompasses not only race and gender but also age, background, experiences, and perspectives.
Leaders of these organisations appreciate that a diverse and inclusive workforce can lead to happier workplaces, innovation, improved decision-making, and better performance. However, achieving true inclusivity and diversity is not just about hiring people from diverse backgrounds. It requires a fundamental shift in organisational culture and practices, and this is the key message of this year’s National Inclusion Week. Below are our top seven considerations “to take action and make an impact.”
Leadership commitment
The journey towards inclusivity and diversity begins at the top. Leadership must unequivocally commit to these values, setting the tone for the entire organisation. Leaders need to not only articulate their commitment but also show it through their actions. Organisations with diverse leadership teams are not only one step closer to this goal, but also are better equipped to provide role models for all employees at all levels.
Leaders play a pivotal role in shaping organisational culture. They should actively take part in diversity and inclusion initiatives and hold themselves accountable for the organisation's progress. For this reason, investing in leadership development programmes that emphasize diversity and inclusion is paramount. These programmes empower leaders to not only recognise and address unconscious biases but also to champion diversity within their teams. When leaders lead by example, the entire organisation follows suit.
Transparent recruitment processes
A critical step towards diversity and inclusion begins with the recruitment process. Organisations have started implementing measures to ensure that candidates are evaluated based on their skills, experience, and potential rather than preconceived biases. Blind recruitment, for instance, involves removing any information that may reveal a candidate's gender, ethnicity, or background, allowing for a more unbiased selection process.
Organisations that examine their recruitment processes to find and remove any barriers that may discourage diverse candidates from applying, discover that using gender-neutral language in job descriptions and ensuring diverse interview panels welcomes diversity and recognises inclusion.
Education and training
Education is the bedrock on which a culture of inclusivity is built. We see companies increasingly investing in comprehensive diversity and inclusion training programmes that raise awareness about biases, microaggressions, and cultural competence. These initiatives can make an impact in the workplace because they help employees develop a deeper understanding of the experiences of their colleagues, fostering empathy and respect.
Mentorship and sponsorship programmes are not only powerful tools for career development and advancement, but organisations that establish formal programmes that connect employees with mentors and sponsors can help them navigate the challenges they face. Having access to mentors and sponsors who can advocate on their behalf can be particularly beneficial in breaking down barriers that typically hinder the career progression of individuals from underrepresented backgrounds.
Inclusive policies and practices
Creating a level playing field requires the establishment of equitable policies and practices. This encompasses everything from pay scales to promotion criteria. Companies are actively conducting regular audits to find and rectify any disparities. Transparent salary bands, for example, are being implemented to ensure that employees are paid fairly for their roles, regardless of their background.
Since inclusive policies and practices are the backbone of a diverse workplace, organisations that ensure the frameworks in place promote fairness and equality, also strive for meeting the needs of their diverse workforce by providing flexibility for all employees.
The effect of Covid-19 accelerated the adoption of flexible work arrangements, and this shift has not only enhanced work-life balance but has also made the workplace more accessible to individuals with varying needs and circumstances. By offering options like remote work and flexible hours, organisations are accommodating a wider range of talents, including caregivers and individuals with disabilities.
Employee resource groups
Organisations that provide support and a sense of community for individuals from diverse backgrounds encourage the formation of employee resource groups (ERGs). These groups can play a vital role in building a sense of belonging within the organisation, and to that end, it is important to provide them with adequate resources and visibility.
Organisations that do this well, reap the benefit of having a valuable feedback channel for the entire organisations because ERGs have emerged as powerful platforms for employees to connect, share experiences, and offer support. These groups also serve as think tanks, generating ideas and initiatives that promote diversity and inclusion. By listening to the voices of ERGs, organisations gain valuable insights into the needs and concerns of their diverse workforce.
Measuring progress and accountability
Data-driven metrics are key to truly gauging the impact of your diversity and inclusion efforts, and more and more organisations are tracking key performance indicators regularly to find areas that require improvement and celebrate successes. Moreover, organisations are holding themselves accountable by setting clear targets and reporting progress to stakeholders.
Community engagement
Your diversity and inclusion efforts weave the tapestry of a progressive society, and your organisation can make a positive impact by actively engaging with the communities they serve and interact with. We’ve seen that organisations that scrutinise their supply chains can help ensure they reflect their commitment to diversity. For example, supplier diversity programmes seek to partner with businesses owned by minorities, women, and other underrepresented groups, creating economic opportunities for them. Public initiatives like this not only benefit the community but also show that your organisation’s take on diversity and inclusion speaks louder than words.
ABOUT THE AUTHOR
Murielle Gonzalez, content strategy manager at Dods Events, is an experienced journalist and editor. She can be reached via email on murielle.gonzalez@totalpolitics.com.
View all news