Embracing Diversity and Inclusion: Guide to a Successful Workplace

Diversity and Inclusion - What is it? 

We’ve all heard about diversity and inclusion. But whats the importance of it? Diversity and inclusion are two crucial aspects of a workforce, and it is beneficial for the company and its employees. Diversity refers to seeing a bunch of different people in the company. Think about how different people are from each other in terms of things like race, gender, age, physicall abilities, and more. Inclusion is all about vibes.

Questions like do I feel like I am valued, respected or supported even when I am different should pop into your mind when thinking about inclusion. Let’s be real, nobody wants to feel left out just because of who they are. Making sure everyone feels included, regardless of any physical traits, is a non-negotiable for any company that wants to keep its team happy and thriving.

Benefits of Embracing Diversity and Inclusion in HR 

Diversity and inclusion in HR practices are crucial to fostering a healthy workplace environment. Here are some additional reasons why diversity and inclusion is necessary: 

Positive work environment: 

When employees feel safe and included at work, their engagement with the company will increase. Not only will this help foster a more dynamic workplace culture, it will also increase employee morale. 

Motivation: 

Diversity and inclusion in the workplace can increase employee motivation which in turn helps increase their productivity. 

Innovation: 

When employees feel comfortable sharing their ideas and thoughts, it can lead to innovation and creativity, as they feel safe to express themselves. 

6 Components of an Effective Diversity and Inclusion Strategy

1. Accountability: Accountability is a crucial aspect of any successful strategy. To avoid empty gestures, make sure to avoid performative activism and implement actionable steps. 
2. Authenticity: As mentioned previously, many companies engage in performative activism, which is the act of claiming to do something but not following through. Being authentic with your diversity and inclusion strategy is crucial to build trust within your company. 
3. Reconsidering Preconceptions: Companies must consider the needs of different employees. For example, when designing an office workplace, companies should consider spaces for introverted employees or having additional room for those with physical disabilities. Creating spaces that cater to different work styles and preferences contributes to a more inclusive culture.
4. Remove Biases: Bias is typically unavoidable. However, in the hiring process, it is crucial that HR teams are removing any previous bias they may have on a candidate and evaluate them for who they truly are. 
5. Create a Standardized Application Process: Ensure that all applicants are being treated equally, eliminating the possibility of biases or preferences.  
6. Avoid overstuffing job descriptions with “nice to haves”: Limit job descriptions to include only the responsibilities that are truly required of the role. By including “nice to haves,” you restrict the number of people who are comfortable applying. 

Best Practices for a Diverse Workplace

• When hiring, use neutral language in job descriptions and promotion: Coded language like “energetic” can deter older candidates, just as phrases associated with masculinity can deter women. By removing such coded language, you will strip your hiring process of some bias and receive more applicants to your positions. 

• Evaluate resumes blind: By blocking out information that signals age, race, ethnicity, gender, sexuality, socioeconomic status, or other demographically-identifying information (such as the applicant’s name, college, GPA or address), you can eliminate the possibility of unintentionally judging applicants with information that does not predict job performance. 

• Involve a diverse set of people in the hiring process: A heterogenous hiring team can help to counteract the biases of a homogenous one. Include multiple people from different backgrounds (at least three) at each step of the screening and interview process to independently assess candidates.

• Intentionally select for diversity: You can intentionally select for diversity by giving underrepresented groups a boost throughout the hiring process, consistent with the law.

• Stick to structured interviews and score cards with objective metrics: Objectivity can be enforced through the standardized structuring of interviewing where all applicants are asked the same predefined questions and scored with a predetermined rubric.

To ensure you are diversifying your workplace, make sure to read up on our guide and check out the 6 components we have included to ensure your DEI strategy is effective! Don’t forget to check out some of the best practices we have included for creating a diverse workplace.