Diversity, Equity and Inclusion in the Workplace
Diversity, equity, and inclusion are fundamental to the success of any organization. Diverse teams not only cultivate better productivity but also allow for better problem-solving abilities as varying thoughts, perspectives, and experiences approach business objectives and challenges in a whole different way.
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A survey by Gartner found that inclusive teams perform better by up to 30 % in high-diversity work environments.
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As per Deloitte, organizations that promote diversity relish 2.3 times higher cash flow per employee.
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In a BCG study, organizations with diverse management teams had a rise of 19 % in revenue compared to their counterparts that were less diverse.
In this article, we’ll explore the what, why, and how of incorporating DE&I in the workplace successfully.
What is DE&I?
Diversity refers to race, religion, class, culture, political beliefs, sexual orientation, and/or gender identity. Workplace diversity means having employees with different demographic characteristics, identities, experiences, and backgrounds who bring new perspectives and backgrounds to the table.
Equity means fair treatment for all, regardless of race, religion, gender, nationality, disability, sexual orientation, or age. It supports unbiased treatment, processes, and opportunities for everybody, bringing about an equal ground for the workforce.
Inclusion refers to a state of belonging, meaning all employees are valued, respected, empowered, and embedded in the work culture.
Why is DE&I Important?
- Higher employee engagement
- Higher levels of learning and productivity
- Reduced conflict and improved relationships
- Increased resilience and trust
- Reduced stress and better health
- Greater affective commitment
- Improved decision-making
- Healthier work environment and happier employees
- Retention of great talent
- Increased financial growth
- Enhanced brand reputation
How to Build an Effective DE&I Culture in Your Workplace?
- Build a fair hiring process by focussing on recruiting candidates from underrepresented groups, rewriting job descriptions to outline must-have qualifications and eliminate gender-coded language, reviewing blind resumes, and utilizing structured interviews.
- Communicate your commitment to DE&I during onboarding to assist new hires from diverse backgrounds to feel welcome and to highlight the mindset they should need to flourish within your organization.
- Encourage employee feedback and open communication to cultivate comfort, trust, and honesty among employees.
- Upgrade procedures such as performance reviews, L&D budget allocation, and appraisals to reduce implicit biases in key processes.
- Ensure the well-being of all employees by establishing a zero-tolerance policy for any type of discrimination and microaggressions.
- Be aware of and acknowledge a variety of religious holidays of all cultures.
- Recognize and reward employee performance to drive employee engagement and boost morale.
- Mix up your teams to have a positive impact on creativity, innovation, and to grow stronger.
- Create a more accessible workplace by purchasing assistive technology for employees with visual or hearing impairments, making wheelchairs available, offering flexible hours, remote/hybrid work options, training employees on creating a better work environment for everyone, etc.
- Bring in a third-party expert to look at your organization from a subjective standpoint if the organization struggles to compile an effective DE&I strategy.
Not only is D&I a move in the right direction morally, yet it is also brilliant from an organizational growth viewpoint. Successful DEI strategies assist with better employee engagement, build culture, and make a thriving business. Nonetheless, each organization has its own journey to diversity, equity, and inclusion. Let your employees lead the way, and watch out for your data to measure progress and room for improvement.
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