Promoting diversity and inclusion in the workplace is no longer a consideration that sets a company apart from others. It is a standard requirement that is non-negotiable when looking after employees and their needs.
Statistics from various reports throughout 2020 and 2021 raise some concerns:
- A survey of FTSE 100 firms, conducted by Green Park, found that only 11 top roles across FTSE 100 held by ethnic minority leaders
- According to EgonZehnder’s 2020 Global Board Diversity Tracker, 59% of FTSE 350 companies have no ethnic diversity on their boards.
- Data from Workday found that one-third of businesses state they don’t have a strategic approach to ED&I, and only one-fifth have taken some initial steps to create one.
As businesses are recognising the importance of diversity in the workplace and the public is educating themselves on important social and political movements across the globe, we hope to see a rise in diverse candidates landing fantastic opportunities in their desired role and sector.
Creating an open-minded culture
Potential candidates want to work for a company where everyone is educated and open-minded about DEI. They need a workplace where the work culture comes first and an enriching environment where everyone feels comfortable to express any concerns or queries.
Diversity has taken some significant strides forward in recent years. You may find that candidates will have plenty to ask during the interview: they might query what your diversity and inclusion policies include, and they will wonder how your values align with those policies. It is time for businesses to practice what they preach and take action with their diversity strategies.
Diversity strategies are incredibly insightful for both employees and employers to understand best practices while in the workplace.
Effective diversity strategies in the workplace
Diversity can take many forms, from nationality and culture to race, sexuality, disability, gender identity and even age. Regardless of your position, here is a range of diverse strategies to incorporate into the workplace.
Educate employees with training
Providing diversity training for all employees will help them have more of an understanding of what contributes to a diverse workplace. Training will teach employees to value and appreciate one another, regardless of factors such as gender, ethnicity or age, while also celebrating the differences.
Managers and leaders should especially undergo diversity training. Empower your team with the knowledge and skills needed to grow and support a diverse workforce. Look at promoting within your organisation, where you know managers have been trained on diversity from early employment.
Introduce inclusive workplace policies
When growing a diverse team, you need to consider re-evaluating your current policies and practices to facilitate diversity in the workplace. Processes such as providing on-site childcare, allowing flexible hours and allowing team members to take religious holidays are equally inclusive.
Inclusive workplace policies will express a broad spectrum of offerings. For example, for both men and women, inclusion should not begin and end with maternity or paternity leave – options for IVF and adoption leave should also be considered.
Having dedicated diversity champions to provide advice or support to those who need it will hugely enhance your workplace culture and provide a place where people feel safe to express their thoughts and beliefs.
Ensuring everyone adheres to inclusive language should be considered across the board, whether written or spoken communication occurs. Address employees in line with their individual needs and traits to create a more harmonious and accepting work environment.
The leadership team is responsible for clear communication throughout the workplace. Leaders need to express policies internally and externally while providing the relevant training to ensure clarity and consistency.
Treat people how they want to be treated
The golden rule to ‘treat others how you want to be treated’ will not necessarily work in a diverse workplace. The platinum rule to ‘treat others how they want to be treated’ will have far better results.
Every person will have individual boundaries and expectations throughout their personal and working life. Something you may be comfortable with, perhaps that you consider as a passing joke, could contrast with another comfort level and offend someone, so it is essential to be mindful of the values of others, regardless of how common or different – and doing so can prevent offensive or hurtful actions.
It is okay to ask others what is acceptable, and it is best to apologise and learn from any accidental offence caused. Both situations are a learning curve and will help shape your cultural awareness while building more meaningful relationships based on clearer boundaries.
Cultural events bring union
Activities to encourage diversity and inclusion can come in numerous forms. Reminding team members to keep appropriation in mind when celebrating other cultural traditions will help make everyone feel celebrated and secure.
Collaborating with the team by creating a calendar of every national day and holiday from Eid to International Women’s Day, Gay Pride to disability awareness days will improve morale and cultural awareness.
As well as special holidays, sensitivity to any regular religious or cultural activities is essential. For example, when booking meetings or work lunches, be mindful of who might be fasting or going to prayer.
Leaders have a responsibility to inspire employees to contribute to cultural diversity, regardless of any differences. Sharing any unique experiences can shape the workplace and enrich everyone around them, something as simple as discussing special memories or gifting everyone with traditional treats from home could change the overall atmosphere.
Offer mentoring opportunities
Offering mentoring opportunities is one of the most effective diversity strategies that can help retain and attract diverse talent within your company. Many underrepresented groups, including women, feel they are not valued or challenged to develop further into leadership or senior roles. Having a mentor can help those who want to progress in the company feel successful and encouraged.
Mental health is not a ‘one size fits all’
Since the pandemic hit everyone with difficulties and struggles in many aspects of life, employees have become more vocal about their working experiences and how it impacts their mental health – whether that be negatively or positively. Mental health affects everyone differently, and sometimes that difference is distinguished throughout different groups. For example, black people are four times more likely to be detained under the Mental Health Act than white people.
Men, in particular, are less vocal about mental health topics. In 2022, the way businesses approach mental health needs to change to cater to individual needs. Offering a safe space and alternatives, such as human-less mental health support via app or video, can help employees feel comfortable about airing their concerns.
Setting a shining example
A difficult part of implementing a DEI programme is the high level of hesitance when approaching difficult situations. Everyone must get on board with the processes introduced and remain empathetic and collaborative at all times.
With such a wide range of expectations, you may feel afraid to make mistakes. Here at Morgan Latif, our best piece of advice is to continuously adapt to change, remain open-minded and educate yourself to have a level of understanding that makes all employees feel valued and appreciated. Making mistakes can often turn into a learning experience, and opening up to criticism is necessary for growth.
We want to bring a fresh perspective to your organisation that exceeds ethnicity, religion and gender. Morgan Latif transforms businesses into a diverse environment that considers all aspects of society, such as age, personality and neurodiversity.
Get in touch with us today to discuss how we can support you.
