What is diversity in the workplace? <\/h2>\n\n\n\n
Workplace diversity means that a company employs people who represent a wide range of different characteristics, perspectives and experiences.<\/p>\n\n\n\n
By focusing on improving diversity, your workplace will become more inclusive of people with differences in gender, age, race, ethnicity, physical ability, sexual orientation, cultural background and other characteristics. <\/p>\n\n\n\n
And guess what? This diversity of perspectives and experiences will make your company stronger, more cohesive and better at what you do. <\/p>\n\n\n\n
But diversity alone isn\u2019t enough to accomplish that goal.<\/p>\n\n\n\n
Diversity, equity and inclusion<\/h3>\n\n\n\n
Imagine you have a very diverse workplace, with people from all different walks of life, experience, race, gender, sexual orientation, etc. But then imagine that the only people who make decisions at the company are white and male. <\/p>\n\n\n\n
It\u2019s probably not hard to imagine because this is still the case<\/a> in many organisations. The problem is that organisations may be hiring a more diverse workforce, but they aren\u2019t changing anything in their policies around equity and inclusion. <\/p>\n\n\n\n What does this mean? Let\u2019s define<\/a> our terms. <\/p>\n\n\n\n Put in simple terms:<\/a><\/p>\n\n\n\n To achieve meaningful results, companies must promote diversity, equity and inclusion in the workplace.<\/p>\n\n\n\n Think about it. No two people are alike, and we each bring our life experiences with us to work. In a diverse workplace, people have more resources and perspectives to solve problems and overcome challenges. <\/p>\n\n\n\n Without diversity, organizations can have substantial blind spots. <\/p>\n\n\n\n For example, in the past decade, makeup companies<\/a> began listening to diverse voices and making various colours for various skin tones. Since those brands began adjusting to include more skin tones, they have opened up a whole new customer base. New brands like Fenty, which made US$72 million<\/a> in its first month, grew out of this need as well. <\/p>\n\n\n\n Studies have shown<\/a> that workplace diversity can increase productivity, retention, culture and even your bottom line. Below are just a few benefits from prioritising diversity, equity and inclusion.<\/p>\n\n\n\n A study from MIT<\/a> found that more diverse workplaces ultimately improved a company\u2019s bottom line. Homogenous teams \u2013 where everyone was very similar \u2013 felt like they were doing better because there was more explicit agreement. But diverse groups, though the process felt more complex, ultimately outperformed<\/a> their less diverse competitors.<\/p>\n\n\n\n Diverse experiences lead to diverse perspectives. If you are trying to solve a problem and you get stuck, you need someone with a different perspective to come along and help. Consider these facts:<\/p>\n\n\n\n In our increasingly global world, diverse teams are more likely to reflect the society around them. This reflection of reality enables companies to remain agile and responsive to changing trends. <\/p>\n\n\n\n Diversity, equity and inclusion also help companies understand their clients better. One study<\/a> found that in a team where at least one member shared a client\u2019s identity, the team is more than twice as likely to meet that client\u2019s needs. <\/p>\n\n\n\n Employee turnover happens most often when employees don\u2019t feel that they belong or don\u2019t feel safe. <\/p>\n\n\n\n Inclusion is a vital part of company culture and retaining talented employees. Diverse work climates<\/a> show increased trust and openness in working relationships. <\/p>\n\n\n\n So if diversity, equity and inclusion make such a big difference for companies, how do we ensure we can establish and continuously reinforce them? Just talking about diversity and inclusion can\u2019t make your workplace diverse. Many companies spend a lot of money on diversity programs to find<\/a> they aren\u2019t getting the outcomes they hoped for. <\/p>\n\n\n\n Let\u2019s explore how HR and recruiting departments can change this vital area of workplace success.<\/p>\n\n\n\n In many countries, various laws protect historically excluded groups and protect rights in the workplace. For example, you can\u2019t legally ask prospective employees about their family planning or their age. You also can\u2019t fire an employee just for getting pregnant. <\/p>\n\n\n\n These laws are in place to protect companies as well as employees. They help set a process for employers to follow to be sure you aren\u2019t inadvertently discriminating against someone based on a blind spot or unconscious bias. While we all want to have a better, more inclusive workplace, sometimes it\u2019s hard to see where we might be getting in our way. <\/p>\n\n\n\n HR departments need to be deeply familiar with the legislation in their state and region. You may also want to consult a lawyer before making any hiring and firing decisions. <\/p>\n\n\n\n Beyond legal requirements, HR departments and recruiters can significantly impact their company\u2019s diversity, equity and inclusion. Here are a few key areas to consider. <\/p>\n\n\n\n Explore practical ways to reduce bias in your hiring process. You can accomplish<\/a> this through blind resume<\/a> reviews, gender-neutral<\/a> job ads and descriptions, work tests and standardised interviews. <\/p>\n\n\n\n Implement employee surveys and external audits to test your organisation against global trends, and ensure you are hitting your goals for diversity. <\/p>\n\n\n\n You need to ensure your executives and board are brought into the process as well. Keep them involved throughout the process and focus on results<\/a>. <\/p>\n\n\n\n Some organisations find that Diversity Committees help keep goals on track. If you decide to put this together, consider compensating employees for their time on the committee and ensure you are not leaning exclusively<\/a> on BIPOC in your office to provide this counsel.<\/p>\n\n\n\n Consider your main pipelines of recruitment. Often jobs are found through business and college networks. Unfortunately, if these networks have been historically white, they aren\u2019t going to change overnight. Look up diverse organisations and networks to help supply talent.<\/p>\n\n\n\nWhy diversity matters<\/h2>\n\n\n\n
Diverse teams make more money<\/h3>\n\n\n\n
Diverse teams are more innovative<\/h3>\n\n\n\n
Diverse teams better understand customers<\/h3>\n\n\n\n
Diverse teams have better culture and retention<\/h3>\n\n\n\n
How to increase diversity, equity and inclusion in the workplace<\/h2>\n\n\n\n
Legal considerations<\/h3>\n\n\n\n
How HR and recruiters can get involved<\/h3>\n\n\n\n
Reduce bias in hiring<\/h4>\n\n\n\n
Monitor and look for areas to improve <\/h4>\n\n\n\n
Widen your talent pool through diverse recruitment<\/h4>\n\n\n\n
Focus on mentoring<\/h4>\n\n\n\n
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