Implementing Workplace Diversity and Inclusion
Diversity is a vast area and one which requires consistent and persistent pursuit if an organization and the people in it are to get full value and benefit.
There are a number of things organisations - whatever their size - may wish to consider when introducing workplace diversity and inclusion.
Getting the basics right
A review of your HR infrastructure (recruitment, promotion, performance management, training and development, recognition and reward) is critical if you are to align your organization and its people behind your diversity aspirations
Clear objectives and Clear Accountability
You need to be clear about where you are aiming, and why, and this needs to be effectively and frequently communicated and used to benchmark progress. Accountability needs to also be clear - both in terms of leading the change - but also sustaining and supporting the new culture and values.
Diversity as part of the organisation's mission
There is much evidence to support that reference to diversity in your organisation's mission statement can be a very powerful reinforcement strategy
Building diversity into business goals
At the organisation level it is important to built diversity into the business goals.
Corporate Branding
Frequently overlooked is the need to ensure that all your corporate branding aligns to your diversity goals. Whilst it may feel a bit artificial you need to ensure a broad representation in any pictures of people you use in both internal and external publicity. Your language needs to be inclusive and congruent with your stated commitment to diversity. Your commitment to diversity should be clear to your clients, customers and the public as well as your employees and contractors.
Recognition and rewarding diversity
The statement that you get what you reward applies equally to this area. Your recognition and reward processes need to give appropriate focus to reinforcing positive behaviour in this area. This needs to include both the formal and informal processes.
Inclusion of diversity-related goals in managers' performance assessments
A company wide requirement to have a diversity-related goal in all managers' objectives, when positioned correctly, can have a very positive impact. Remember to pull on the full meaning of diversity - so people who work in different departments as well as people representing different minority groups
Explicit reference in company values
Ensuring an explicit reference to Diversity and inclusion in your company values is critical. You may know that you mean this when you talk about a broad concept such as ‘teamwork' but not everyone will. Examples would be "we are a globally diverse company"; "harnessing the strength of our diverse workforce"
Manager diversity training
Training is clearly an important component (albeit not the only one) and care should be taken to cover legal obligations as well as effective leadership styles and strategies
Employee attitude surveys
Measuring progress towards your diversity and inclusion vision is critical. Regular employee questionnaires/attitude surveys are a useful way to keep track of progress including successes and areas that need a bit more attention.
Awareness training
Discussion based awareness training which builds understanding and networks is an excellent supporting activity which helps the introduction of new approaches and policies as well as reinforcing new ways of thinking and working
Mentoring
Setting up a mentoring programme, or utilising existing programmes, is a very useful way of supporting the development of people with the potential to progress to senior positions within your organisation
Diversity Circles
Another way of creating a supportive environment and raising the general awareness of diversity is through the creation of ‘diversity circles' which are facilitated discussion groups of a cross section of employees.
Communication
Clear and effective communication is vital. Communication works best when it is not just about giving information but encouraging discussion. Employees must understand both the what and the why: the issues, the organisation vision and benefits, and, what they can do themselves.
Evaluation
Effectively managing diversity is is an ongoing process which needs be monitored, reviewed and evaluated to both measure and assure progress. Continuous evaluation ensures that feedback can be acted upon in a timely manner to ensure maximum benefit. Information gathered during the process should also be shared across the organisation, both to highlight success and the areas where there is still more to be done. You need to adopt an open and transparent approach to the data if you wish to reinforce the culture you are striving to establish.
Diversity Audits
A first step when managing diversity is to look at where your organisation is currently in terms of its culture, systems and processes and procedures. This usually means conducting a diversity audit, but can also mean collecting data from sources such as employee opinion surveys and exit interview data. By knowing the starting point for a strategy, you can measure and benchmark the process later. Conducting an initial diversity audit also helps to spread ownership of the managing diversity strategy to all your employees.
Diversity Champions
Appointing people as Diversity champions can both support the implementation of change and also sustain it. The people you select should also be willing to role model diversity through their own behaviour by being inclusive and willing to challenge inappropriate behaviour at work.
