Diversity and Inclusion – Workplace Policies

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Diversity and Inclusion – Workplace Policies

coursedetailsDiversity and inclusion at work has become more than a corporate trend. It is now a business imperative for international organisations. As employees make it a deciding factor in choosing their employer, the concept continues to gain ground in the corporate world.

What is diversity?

Diversity and inclusion are the company’s goals, strategies, and practices that support diversity and include leveraging the benefits of diversity to gain a competitive advantage. Diverse and inclusive workplaces are more flexible, creative, and attract top talent.

What is diversity at work?

Diversity at work is the acceptance and value of differences among people, including those from different races, ethnicities and genders, ages and religions.

It’s clear that different generations perceive diversity differently. According to millennials, workplace diversity is the combination of diverse backgrounds, experiences and perspectives. They believe that innovation comes from taking advantage of these differences.

Diversity and Inclusion – Workplace Policies

Learn about the diversity vision and goals of your company and how they relate to the business goals. You can commit to the process by learning how diversity affects your role and how it impacts the success of your diversity initiative.

Respond honestly and openly to employee engagement surveys. It can be a great help to find an internal champion who you can easily express your concerns and/or get advice. Participate actively in diversity efforts. Participate in, start or join an Employee Resource Group. You can also volunteer to chair or serve as a member of committees that organise diversity-related activities and events. You might consider becoming a mentor, mentored, or part in a co-mentoring relationship. These activities are time-consuming, but can provide valuable opportunities for professional and personal growth.

Cultural competence is essential. Learn about the cultures, religions, and backgrounds of your coworkers. Ask your colleagues to share some customs and practices that are associated with their cultures. Learn about diversity terms and apologise if you make a mistake. Do not treat people the way you would like them to be treated. You may find common social activities and habits more comfortable than others. Don’t tell offensive jokes to people who aren’t your immediate family. Respect is the most important thing. Diversity is not limited to the workplace. These diversity principles can be applied to your community and home.

Encourage positive change within the company. You can be a spokesperson for diversity issues other than your own. It is difficult for any organisation to ignore the power that comes from bringing together diverse diversity dimensions. Support your teammates and accept ideas that differ from yours. Diversity can bring out creativity and help improve processes. You can make work more engaging, interesting, and enjoyable.

8 Best Workplace Policies for Diversity and Inclusion

1. Establish a sense for belonging for all

To be your best self, each person must feel connected to others. A sense of belonging to an organisation or group that allows you to be you is not only a way to increase creativity and engagement in the workplace but it’s also a psychological need.

istockphoto x2. Empathy is the key to leadership

Human Resources often treats diversity and inclusion as a single initiative. For real change to occur, each leader must believe in the value of belonging intellectually as well as emotionally.

This involves tuning in to empathy. Each person must recall a time they felt excluded, shamed or interrupted so that they can learn from those experiences. Leaders must feel it in themselves. Then they can see the relationship between feeling excluded and making others feel excluded.

3. A top-down approach isn’t enough

Compliance is not achieved by top-down approaches. Every employee, from senior leaders to frontline workers, must understand and see their place in the company’s culture. This involves recognising differences in employee experience and values throughout the organisation and understanding that lasting change must activate different aspects of the system, top down, bottom-up, and middle out in various ways.

4. Quotas don’t automate inclusion

While diversity numbers may increase through hiring goals, this will not automatically create an inclusive culture. Too often, leaders place too much emphasis on diversity and inclusion efforts in the employee pipeline. However, the employee experience goes beyond the offer letter. It is crucial to look at all aspects of the employee experience in order to retain and nurture top talent.

5. Inclusion is continuous, not one-off training

It doesn’t suffice to educate employees about inclusion. Inclusion, like any other form of behaviour change requires that individuals identify key moments where they can build new habits. Real change is possible when these habits are implemented in an environment that encourages honest conversation and healthy competition.

6. Maximise joy, connection, and minimise fear

When their beliefs are challenged, people are wired to fear and distrust. Fear can be a motivator but it can also cause people to see things from a narrower perspective, which is the opposite effect that you want for a more inclusive workplace. Positive change is possible when you can see the possibilities and use storytelling and shared experiences to help you frame your challenges.

7. Focus on individual success and forget about ‘fitness’

Organisations that are focused on attracting, training, and rewarding people who fit the criteria can easily be influenced by power structures and norms. To create a culture that allows everyone to contribute to their full potential, you need to examine the processes and systems within your organisation and find blind spots and ways to fix them.

8. Think about your brand

Brand and culture are closely connected, as in all transformation efforts. Your values and biases will be reflected in the products and services that you offer to the world. It is important to look at the relationships between what happens inside and outside your company when you are working towards building an inclusive organisation.

Last Thoughts

Diversity and inclusion goes beyond policies, programs, and headcounts. Equitable employers surpass their competition by respecting all the needs, perspectives, and potential of their employees. Diverse and inclusive workplaces are more likely to win trust and commitment from their staff. An inclusive workplace is one where everyone feels valued and supported, no matter who they are or what their business does. It is crucial to include the “all areas” aspect. Learn more by calling our team for a tailored training program for your team.

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