Focus on more diverse areas, like college campuses. Regularly share and highlight what members of the team are doing through a company email newsletter or blog. These contributions can include how they achieved strategic goals.
For example, you could share how a team member successfully managed a project. Perhaps the employee completed it before a deadline or brought it in under budget. Another approach is to share a photo or video about specific cultural days or events employees celebrate.
Explain the purpose of these celebrations and what they mean to team members. This is an opportunity for the rest of the organization to learn something new and connect with team members.
It also sends the message that your company respects the beliefs and values of everyone. This has added benefits for remote team members who work in other countries. They can share special cultural days and feel more like a part of the team despite being far away.
Planning diversity activities for the workplace is a fun option. If you have team members from a certain culture or country, have them direct a lunch in honor of a holiday. Employees can share food and beverages traditionally tied to that event. Be sure to celebrate specific diversity days. Recognize these days within your organization by posting information about them, why they're important and how you plan to celebrate. Get the team involved in planning ways to commemorate these occasions.
Get marketing involved in diversity activities. Your company can sponsor a diversity event in your community like a parade, fair, concert or awareness fundraiser. You could create a float for a parade with your team's help and include them in the festivities. Or, for a fair or concert, stage an informational booth with a complementary service that represents what you do.
For example, if you work in health care, then your booth can offer free screening services and wellness information. The key here is letting team members experience their differences in relaxed social settings. It can help the whole staff better appreciate and celebrate diverse perspectives.
If you're filling in a survey that asks about your opinion on diversity, be honest. Having lots of ideas and thoughts about the subject of diversity is helpful for companies because it means that they know in what areas they can improve and strengthen in.
If you read, see or hear something that you feel is discriminating against a certain group, speak to someone about it. Everyone's differences should be recognised, respected and valued and if there are changes to be made, then change it! Find organisations that are passionate about combating issues about diversity and find out what they do. A lot of these organisations are always looking for volunteers to help with events, fundraising or generally championing their cause. Know your rights!
No matter your race, religion, sexual orientation, social or economic background, you should never be made to feel inferior or lower than someone else. Report any hate crimes to the police and find others that you can confidently speak to that you trust.
Diversity organisations Here are some orgainsations that promote and champion diversity: Stonewall - their mission is to promote diversity in all people groups within commuinities, workplaces and institutions Equality and Diversity Forum - this website is a national network of equality and human rights orgainsations National Centre of Diversity - this charity helps businesses and organisations to develop and embed equality and fairness into their ethos and practices through learning and development.
Did you find what you were looking for? What brings you to Go Construct today? To take the Ultimate Quiz. To use the Career Explorer. Be respectful of these days when scheduling meetings, and understand that employees have different needs that may require flexibility.
ERGs help build a culture of connection and belonging. Building on this, in addition to leveraging ERGs, employers can make it easy for all employees to participate, whether it be creating a differing pay code for easy time tracking for ERG meetings, or asking employees to share initiatives or projects the ERG is focused on.
Provide a toolkit or guidelines that employees can follow to encourage them to set up a new ERG. Getting senior leaders on board is also critical. Additionally, commitments from senior leaders signal a wider, organizational commitment to improving diversity, equity, and inclusion practices. Related: How employers can support diversity and inclusion at work.
Morgan likened team diversity to focusing on all 64 squares in a chess game instead of getting stuck on one aspect of the board, or where you happen to be playing. In the context of the workplace, getting stuck is similar to focusing only on a particular geography, or your own department or team. A diverse cross-section of talent allows enhanced perspective, which will spur creativity on teams.
If your team is homogeneous, invite someone who is a different gender, cultural background, or age, to weigh in on an initiative or project. Much has been written about how diversity in teams positively impacts creativity and innovation , and the case for an inclusive culture is only growing stronger. Deploying pulse surveys across the workforce will arm leaders with the information needed to make smarter decisions and reduce or eliminate any patterns of discrimination or biases within a particular branch or area of the organization, for example.
Anonymous feedback via an employee pulse survey can help build a case to take immediate action on smaller, more pressing issues as well as inform long-term strategies. Related: Building and prioritizing a caring-centered culture.
Employers will also need to assess areas of the business in which discrimination can exist. Company policies and interpersonal interactions — such as the way an internal issue is handled — plays a key role in perpetuating existing problems. Bilal explains that a main reason why employees leave an organization is a result of poor interpersonal interactions.
If employers start to rethink their policies, they can address and replace negative processes or interactions with more positive ones. Leaders first need to determine whether policies enable or perpetuate discrimination in the workplace such as racism or sexism and reshape them to move towards a more equitable workplace. The ability to work from home has largely been considered as a perk synonymous with flexibility. But after several months of remote working in crisis mode and with rapidly changing conditions, the current definition of workplace flexibility, and the policies that support it, are due for an overhaul.
Download the report. Facilitating flexibility for all employees, she adds, helps to establish a more equitable and inclusive culture across the organization. In fact, making structural changes to workforce strategies and systems can take many months, especially as businesses face new challenges around hiring and managing their people. A cultural shift takes time, which means organizations must set benchmarks and track their progress to assess how their efforts are moving the needle.
This will not only show leaders what strategies are working, and which ones are falling short, but it will also help to hold them accountable in reaching their long-term goals.
Effective DEI strategies will help better support employees, build culture, and create a thriving business. Employees will feel more engaged as they show up to work every day — whether in person or online — feeling safe, connected, and heard. Read next: Tips for job seekers, recruiters, and leaders on cultivating a more inclusive workplace.
Diverse, equitable, and inclusive work environments also appeal to candidates as they remain highly engaged in conversations about breaking down systemic discrimination and bias and are more likely to apply to companies that are outspoken about diversity. Organizations must assess how they stack up when it comes to their DEI programs and identify areas that need to be put into even greater focus.
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