There is a growing demand in the workforce of the need to be more inclusive and representative, to be more sensitive and inclusive, basically to be better leaders, for the diversity of employment.
People want to bring their wholesale to their workplace, to feel included, and be able to say: this is my identity. Some people still feel they have to wear masks.
“Just imagine, if you are not able to bring your gifts and talent to your job, you will not be as innovative and creative in the office.” Towanna Burruos
How can your company be more inclusive? We want to share four strategies for managers to help build a diverse and inclusive culture at work.
- Mix up your teams
How diverse is your executive team? Are men and women equally expressed? What about people from different cultural and religious backgrounds? The first challenge can be for the recruitment team. Sometimes the hiring team doesn’t find candidates for some field, but the key is to look in different places to diversify where the hiring team goes to find talent.
- Make sure your job descriptions are gender-neutral.
- Don’t see demographic characteristics when reviewing resumes.
- Set diversity goals as an organization, track your progress!
- Make a plan
Capture Data on employee demographics, a company is better able to recognize the diversity of its employees and identify any areas of concern or trends. Once you compile your employees’ Data, you can spot an underrepresented minority.
Identifying how a diverse and inclusive workforce can help in achieving business objectives aligned with the company’s strategy is the next step in the process.
- Offer diversity and inclusion training
Diversity training encourages employees to learn how cultural differences can impact on people’s performance and interaction at work. The training can include anything from concepts of time and communication ways to self-identity and dealing with conflict.
Heads-up: Diversity training offered as optional tends to be more effective than that which is mandatory.
- Acknowledge holidays of all cultures
By acknowledging upcoming religious and cultural events, you will build awareness of diversity. When finishing out a team call or meeting, try asking your team members how they plan to celebrate the holiday. Use your organization’s intranet or communication channels to help employees be aware of and keep track of multicultural religious or holiday celebrations.
Be respectful of these days when scheduling meetings, and understand that employees may have different needs and require flexibility.
“By making diversity and inclusion a priority in your company, you can help strengthen your team’s performance.” Towanna Burrous
Diversity and inclusion policies mean better engagement and employee retention. Cultivate a company where every voice is welcome, heard, and respected. Employees need to feel free to express themselves based on their unique perspectives. Companies need to make sure team members feel included and respected regardless of their culture, choices, and way of living.