In the corporate world, we define diversity as a coordinated effort to accommodate a broad spectrum of employees from various backgrounds under one roof. This definition can make it easy to club all forms of diversity under one umbrella. However, this should not be the case as it can sometimes make it challenging to comprehend the complete concept of Inclusive Diversity in the workplace. As organizations continue to evolve, focussing on individual aspects of diversity and inclusion in workplaces will be fruitful in the long run. By limiting our conception of inclusive diversity, we limit the scope of our growth. To begin with, knowing that diversity extends beyond just one category is a good foundation for strategizing and implementing inclusive diversity in the workplace.

In this blog, We explain the 7 prime classifications of diversity in workplaces.

Gender Diversity:

Gender ratio has become one of the top focuses of several organizations when implementing inclusive diversity in the workplace. Gender is no longer male and female, but it is a spectrum. Gender diversity is not restricted to hiring employees to increase the gender ratio or sensitizing the employees, but gender diversity is also about redefining the organization’s policies for addressing employees with inclusiveness. For instance, organizations that address the employees as not just ‘he’ or ‘she,’ but use more inclusive language like ‘they,’ ‘them,’ or ‘theirs’ in handbooks, application forms, and conversations in the workplace appear more sensitized on gender diversity.

Regional and cultural diversity:

Culture reflects an employee’s heritage and upbringing; their communication, the foods they eat, their world views, etc.. differ from one individual to another based on the culture. Understanding and placidly integrating these differences is the basis for a good and successful organizational culture, and such differences should be valued deeply.

Organizations must mandate hiring employees from diverse states, religions, and cultures to contribute to a wholesome work and learning experience among employees in the workplace. This is vital for BPOs that provide 24×7 uninterrupted support, irrespective of cultural and religious holidays, to their end customers.

Hiring employees with disability:

Studies show that almost 15% of the global population has some form of disability. Since the scope of what constitutes a disability is very broad, organizations must consider and direct the committees into hiring people with disability for a diverse workforce and educate their employees about inclusion to make people with disabilities feel included in the workplace. Disabilities are not restricted to physical and evident forms, but there are also many invisible disabilities that employees should be aware of, like asthma, depression, ASD, Dyslexia, Diabetes, and ADHD, to name a few.

Generational Diversity:

One of the contributing factors to an organization’s success is the presence and inclusion of employees belonging to various generations, i.e., Gen X, Gen Y, Gen Z, and baby boomers. Hiring and retaining multiple talents across generations will contribute to an organization’s strategy, stability, structure, innovation, mentoring, and agility to meet the dynamic end-customer demands. Collaborating the strength of each generation in the teams will boost the productivity and success of an organization.

LGBTQ:

In the past couple of years, there has been an increased awareness of the LGBTQ community, especially the corporate community. Employees are being sensitized about the inclusion of the LGBTQ, and the hiring processes have become diverse and inclusive. Statistics back the claim that almost 10% of employees in any organization are already a part of the LGBTQ community. Every organization must train its leaders to use inclusive language when addressing a team of employees. The policies and handbooks must use inclusive language as well. Here are a few examples of LGBTQ inclusive language while addressing employees in the workplace.

Racial and Ethnic Diversity

Diversity in ethnicity brings varied interests into a team.It sets the base for defining an organization’s culture. Ethnic diversity also highlights that implementing types of diversity should not just be a matter of box-ticking. Instead, it is a chance to engage with various employees, comprehend what is important to them, and ensure they feel included within the current workplace culture.

Bringing veterans into the workforce:

Returning veterans face innumerable struggles in their efforts to reintegrate into civilian life. Veterans are a unique talent pool with a wealth of skills, attitude, experience, and qualifications that make them ideal hires in the corporate world. They are all-around talent, versatile, and adaptable. Providing opportunities for veterans in the workplace will boost productivity and innovation in any organization.

If you are an employer in a dilemma about how to get your inclusive organizational diversity started, implementing these 7 classifications would be the right step.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP(Employee Assistance Program,) and Diversity and Inclusion.

Neha is an HR manager in an organization. Recently she attended a seminar on Diversity, Equity, Inclusion and Belonging (DEIB). She understood what each term means, the difference, and the positive impact of curating a talent pool aligned with the thought process of DEIB.

She approaches her boss, the HR head of her organization, and presents her learnings from the seminar. Her boss is convinced and appreciates Neha’s open-minded approach about Inclusive Diversity. Now she asks Neha, ‘How do you propose implementing the concept of Diversity, Equity, Inclusion and Belonging in the organization?’ For the first time in the conversation, Neha doesn’t have a response.

Although many of us may understand the principles and benefits of DEIB, we may not know how to convert this theory into practical steps of Inclusive Diversity. Here are five ways to implement Diversity, Equity, Inclusion and Belonging in your organization.

Honouring Diversity While Recruiting New Employees

When an organization wishes to implement the principles of Diversity, Equity, Inclusion and Belonging(DEIB), one of the first and most obvious areas is in the recruitment space. This is the starting point, i.e., inducting people from diverse backgrounds into the organization. This practice can be done by consciously curating profiles, keeping diversity as one of the criteria, alongside education and prior experience, while creating a pool of potential candidates.

There must be extra marks for those candidates who can bring inclusive diversity and different perspectives to the existing team. Recruiters must ensure that the candidate’s diverse background translates to a difference in thought process to add value to the organization.

Sensitization for Facilitating Belonging

Hiring a diverse workforce is just the beginning of Inclusive diversity and equity. To make the most of such a workforce, organizations must provide a wholesome experience to each employee. For this, an organization must invest in sensitizing all its employees about the basics of Diversity, Equity, Inclusion, and Belonging.

There are two different aspects to this activity, as discussed below.

1. The ‘Why’:Unless the existing employees thoroughly understand the benefits of a DEIB-positive workplace, they may not be able to contribute to it. The HR team must illustrate the advantages of having different lines of thought and approaches; a diverse team is a dynamic team, and inclusive teams offer a sense of belonging in the organization.

2. The ‘How’: One might want to be empathetic but not know how to be so. Employees must be sensitized on how to support and facilitate individuals who are very different from them. HR must educate employees on the physical needs of the organization, common misconceptions, ways to be inclusive and supportive, and create a sense of equity and belonging in the organization.

Most importantly, employees must know to identify insensitive questions, comments, or behaviours and be strictly advised to avoid these.

Informal or Semiformal Interactions to Understand Different Backgrounds

Conducting small informal or semiformal events and interactions at the workplace to increase the understanding and acceptance between all the employees will improve the interpersonal relationships and equity among the employees. A camaraderie built on informal closeness will translate to a better reception of viewpoints that varies significantly from one’s own perspective. This will ensure that diversity translates to inclusion, equity, and belonging. Otherwise, the benefits of diversity cannot be reaped.

Anonymous Redressal Mechanism

Employees from minority backgrounds may hesitate to raise issues they face in the organization since they may already feel out of place and may not want to attract attention or may be afraid that they will not be taken seriously. At times, HR, superiors or fellow colleagues may not take sufficient cognizance of the issues of a particular employee from different background since they may not be able to relate to them.

Redressal mechanisms can be made anonymous to avoid such delicate situations. This will offer a sense of equity and belonging for employees from minority backgrounds. There can be a physical or virtual drop box, which does not mandate the disclosure of the employee’s identity.

Leveraging Technology to Support DEIB

Companies use software for various employee-related activities ranging from recruitment and payroll to performance appraisal and leave tracking, to name a few. As the world is migrating to Artificial Intelligence and Machine Learning which use various data points to analyse and conclude, the management must adapt steps to ensure that there is no bias in the auto-generated algorithms toward any particular culture, religion, or other background for creating a workplace that fosters Diversity, Equity, Inclusion, and Belonging. A team member’s evaluation or interaction with the employee portal must not be influenced by their background.

Implementing DEIB brings freshness, creativity, and zest to keep an organization afloat even during turbulent times. Companies that foster a work culture that integrates Diversity, Equity, Inclusion and Belonging assure that their employees can help themselves and others, contributing to productivity, both consciously and subconsciously.

Implementing DEIB is a conscious activity that requires specific actions. These five methods of implementing the principles of Diversity, Equity, Inclusion, and Belonging can help an organization practice what they believe in. Most importantly, companies must have a sound policy on behaviour that cannot be tolerated. They must also encourage conduct and conversations that can contribute positively to DEIB.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do write to us at connect@cecureus.com or call us at +91-7200500221

When the term Diversity, Equity, Inclusion and Belonging (DEIB) in the workplace is mentioned, almost everyone agrees that this topic is the need of the hour. However, when implementing inclusive diversity in the workplace, organizations or a few key people may shy away from it in reality. This is because DEIB is still perceived as cumbersome, expensive, and not very beneficial. Although this viewpoint is changing, there is a long way to go. Inclusive diversity in the workplace is the key to innovation and progress, and most importantly, it brings equity and belonging among employees of the organization.

Here are four solid advantages of taking diversity, inclusion, equity and belonging more seriously and implementing them in the workplace.

Different Perspectives

Diversity brings people from different backgrounds together towards a common goal, and inclusiveness drives them to handle the challenges on the path as a team. Therefore, several approaches emerge to solve an issue. If one does not work, there is always another suggestion to try out. An environment of equity and belonging is open enough to invite, explore and analyse new ways of problem-solving in the workplace.

In a workplace that fosters culturally (or otherwise) homogenous teams, the thought processes are likely to be more similar, giving less scope for multiple ways of problem-solving. A diverse group that focuses on equity, inclusiveness and belonging also has the potential to churn out resilient deliverables since the end result will include inputs based on varied factors that might not have come up if the concept of Diversity, Equity, Inclusion and Belonging was not applied.

Higher Employee Retention

When the principles of diversity, equity, inclusion and belonging are applied to build and sustain a team, every member will feel cherished; their uniqueness is celebrated, and they add a different flavour to their work and workplace.

Employees who feel respected and comfortable being themselves at their workplace will have the confidence and the opportunity to present their ideas and showcase their talent without feeling that they are unfairly treated due to their background and are less likely to leave the organization. Thus, the attrition rate can be lowered in the workplace by increasing diversity, being more inclusive, ensuring equity, and creating the mental space for each individual to authentically express themselves to have a sense of belonging.

Inclusive diversity encourages employees to stay in the organization for longer and helps employees understand its dynamics better, and improves the quality of their contribution to their work, enhancing the outcome. This reduces the cost of training new employees and incentivizes existing ones through financial means to ensure retention and commitment to the organization’s growth.

Better For Business

Applying Diversity, Equity, Inclusion and Belonging to the workplace is one way of improving the performance of an enterprise. There is a rationale behind this ? as the number of perspectives and approaches increases, there are more avenues for the business to explore and more strategies to adopt. Risks that may have been in the dark if not for Diversity, Equity, Inclusion and Belonging may come to light, and new mitigation methods may also come up.

When inclusive diversity is implemented in the workplace, innovation and creativity also increase. More efficient methods of doing the same activities may emerge. All this makes the business better poised for growth and increase in revenue or profitability.

Opportunity To Recruit More Talented Candidates

Once an employer removes the confinements around the cultural, religious, linguistic, ethnic, or national background of a potential employee by applying the principles of inclusive diversity, there is an increase in viable candidates for a particular role. By showing an open-minded approach to inclusive diversity, an organization has more access to suitably qualified and experienced personnel.

Such an increase in the talent pool will give the recruiter two advantages:

• They have the opportunity of finding a better fit for a role
• More options give rise to more negotiating power in terms of remuneration.

After recruitment, a brief conversation or session on Diversity, Equity, Inclusion and Belonging can be facilitated by HR in the workplace to build friendly and trustworthy bridges between the new recruits and the existing employees. The individual strengths, potential areas for contribution, and new ideas for improving the business process or functions can be discussed. This will create a sense of belonging while increasing the acceptance of existing employees.

Managers and HR in the workplace must take special care to ensure that individual biases do not affect the recruitment process.

For example, a boss looking for a new subordinate might prefer candidates from their hometown or region. In such cases, an organization’s stance on Diversity, Equity, Inclusion and Belonging must prevail over and above such preferences.

To Sum Up

Diversity, Equity, Inclusion and Belonging are not mere buzzwords. A company that adopts and practices the principles of DEIB can enjoy several advantages over a company that does not. Updating the HR policies to embrace DEIB can prove beneficial in the above-explained ways.

To know more about our Prevention of Sexual Harassment (PoSH), Diversity, Equity and Inclusion (D,E&I) and Employee Assistance Programs (EAP) solutions do write to us at connect@cecureus.com or call us at +91-7200500221