How to Create a Diverse and Inclusive Workplace

The advantages of having a diverse workforce are well acknowledged today. The majority of businesses are putting Diversity, Inclusion and Equity policies and initiatives into place to draw in and develop ethnic teams. In order to make sure they are targeting underrepresented talent, many recruiters will resort to specialist recruiting platforms in 2024, continuing the HR trend.

Organisations should place a high premium on putting policies in place to promote diversity as it is crucial to a productive and positive work environment. The main tactics that businesses may use to create a genuinely inclusive workplace where all workers feel appreciated, respected, and given the freedom to succeed will be covered in this article.

Encourage Leadership Dedication

Creating a culture that is both equal and diverse begins at the top. Genuine support for diversity, equality, and inclusion (DEI) must be shown by the leadership in all aspects of decision-making, including actions, policies, and procedures. This entails establishing precise diversity objectives, providing funding for DEI projects, and holding executives responsible for encouraging diversity and inclusion across the board.

 

Evaluate and Deal with Prejudice

Unconscious prejudices might make it more difficult to create a diverse and equal workplace. Employee awareness and bias training programmes may aid in recognising and addressing these prejudices. To reduce prejudice in the recruiting, promotion, and performance management processes, promote an open discussion about bias and put measures like blind hiring, diverse interview panels, and structured performance reviews into practice.

 

Implement Inclusive Hiring Procedures

Employers need to use inclusive recruiting methods if they want to have a diverse workforce. Increase hiring opportunities to connect with minority talent pools; form alliances with a variety of professional associations; and check job descriptions and requirements to make sure they are inclusive and don't create needless obstacles. Reducing prejudice and increasing the chance of employing a diverse staff may be achieved via the use of organised interviews and diverse interview panels.

Provide Training on Diversity and Inclusion 

Provide thorough training courses to staff members to teach them about the importance of diversity and inclusion, unconscious prejudice, cultural sensitivity, and polite communication. These initiatives have the potential to improve understanding, empathy, and the sense of safety, respect, and value that all workers experience in the workplace.

 

Encourage inclusive practices and policies

Analyse current procedures and policies to find and remove any possible obstacles to inclusion. Adopt family-friendly policies, comprehensive benefits packages, and flexible work schedules to meet the demands of a diverse workforce. Establish robust rules that enforce zero tolerance for harassment or discrimination, and provide channels for reporting and resolving any concerns to promote a respectful atmosphere.

 

Global Companies that are Embracing the Diversity and Inclusion in Best Way

Industry: Professional Services/Consulting

# of Employees Worldwide: 738,000+

Diversity and Inclusion: “Accenture has an unwavering commitment to diversity and inclusion — it is essential to the growth of our business, our continued innovation, and our ability to create 360° Value for our clients, our communities, and all our stakeholders,” says Julie Sweet, CEO.

Voted #1 in Refinitiv’s Diversity and Inclusion Index, Accenture has a strong commitment to creating a culture of belonging and equity. Strong advocates for flexible working and talent development, the company has invested $1.1B in L&D opportunities for its people.

Industry: Quality of Life Services 

# of Employees Worldwide: 422,000+

Diversity and Inclusion: “Regardless of your background, age, origins, gender, sexual orientation, identity or ability, we value and respect you for being you; you belong to a team where you’re treated fairly and respected. We build an inclusive culture, where you can bring your whole selves at work,” reads Sodexo’s DEI statement.

With a big focus on gender parity, Sodexo has been included in Bloomberg’s Gender Equality Index, 37% of the company’s executive committee are women, and 60% of its board of directors. Sodexo has found that when there is an optimal gender balance within an organization, employee engagement increases by 4 percentage points, gross profit increases by 23%, and brand image strengthens by 5 percentage points.

Industry: Medical Devices, Pharmaceutical and Consumer Packaged Goods

# of Employees Worldwide: 140,000+

Diversity and Inclusion: Johnson & Johnson have pumped a lot of resources into ensuring that all employees help to create an inclusive environment. The organization’s Global Diversity and Inclusion vision is “for every person to use their unique experiences, abilities and backgrounds, together – to spark solutions that create a better, healthier world.”

Johnson & Johnson has 12 Employee Resource Groups (ERGs) that connect and engage employees across the company to develop their potential, build relationship capital, and drive an inclusive environment and culture. By 2025, the company aims to have 50% women in management globally. While, in America, the organization is targeting to have 35% racial diversity in management positions.

Industry: Financial Services

# of Employees Worldwide: 29,000+

Diversity and Inclusion: “We are on a journey to create a workplace and world where everyone has equal access to connect their greatest passions with their fullest potential. That starts with our people and how we lead, with a sense of decency and inclusion.”

Mastercard consistently makes it into the Top 10 of DiversityInc’s 50 Best Companies for Diversity list and is hugely committed to creating and nurturing an equitable workforce. As of 2021, women earn $1.00 for every $1.00 that men earn, and the same is true for people of color. 81% of final candidate interviews include women and they’ve established nine Business Resource Groups (BRGs) with 130 chapters in 47 countries to represent diverse communities and their allies.

 

 

It takes a deliberate and continuous effort to create a diverse and egalitarian culture. Organisations can foster an inclusive workplace where diversity is valued, workers feel empowered, and everyone has an equal chance to thrive by putting these principles into practice. In an increasingly globalised and linked world, embracing diversity and fairness promotes creativity, sustains economic development, and increases employee happiness and retention.