True diversity and inclusion (D&I) in the workplace go beyond simple policies or counting how many employees come from different backgrounds. The best employers are ones who take into account each team member’s unique needs, perspectives, and talents.
Employees feel more comfortable in diverse and inclusive workplaces, and they trust their employers more deeply and are thusly more committed.
What is the difference between diversity and inclusion?
Diversity:
Diversity in a workplace is the inclusion of individuals from different backgrounds and walks of life. It is the recognition that each person has something unique to offer, and that diversity of thought and experience leads to innovation and problem-solving.
A diversity-friendly workplace celebrates differences, respects individual preferences, and encourages open communication.
Inclusion:
Inclusion in the workplace refers to the D&I that organizations put in place to make sure that everyone in the workplace feels comfortable and welcome. This can include things like diversity training, affinity groups, and diversity committees.
Both diversity and inclusion are interconnected concepts that are important for creating a healthy and productive workplace. diversity helps to bring different perspectives and ideas to the table, while inclusion ensures that everyone feels like they belong and can contribute.
Why diversity and inclusion in the workplace are important?
The business case for diversity and inclusion in the workplace is clear. A diverse workforce brings a wider range of perspectives, experiences, and skills to an organization, which can lead to improved performance, creativity, and innovation. Inclusivity ensures that everyone feels valued, respected, and able to contribute their best.
Some numbers and facts about D&I
A study by McKinsey & Company in 2019 found that companies in the top quartile for gender diversity are 25 percent more likely to have financial returns above their industry median. Source: Mcinsey.com
Here is a chart with more concrete numbers.
Source and copyrights by McKinsey
And According to diversityinc.com, “Inclusive organizations enjoy a 26% increase in revenue and a 30% improvement in earnings before interest and taxes (EBIT) margins.”
Which questions do we have to ask ourselves to respect D&I?
Now, we all know that D&I is important in the workplace. But what is the definition of diversity and inclusion? How can we make sure we’re respecting it in our workplace?
Here are a few questions to consider:
– Do we have a D&I policy in place?
– Do all employees receive training on diversity and inclusion?
– Are we actively recruiting a diverse workforce?
– Do we have any employee resource groups that focus on it?
– Do we celebrate diversity in our workplace?
– Are we open to feedback on how we can improve diversity and inclusion in our workplace?
Answering these questions can help you create a more inclusive workplace for everyone.
What is an inclusive workplace?
Having a diversity of people in your workplace is important. But it’s not enough. You also need to have a diversity of people who are involved in the business, who have been developed and empowered, and who are trusted by the company.
Different types and examples of diversity in the workplace
There are four different types of diversity in the workplace: Internal diversity, External diversity, Organizational Diversity, and World View diversity.
Let’s break them down.
Internal Diversity:
Internal diversity is a term used to describe the different personal characteristics that people have. This includes factors such as
- race
- ethnicity
- age
- nation of origin
- gender identity
- sexual orientation or physical ability
Employees should not be treated unfairly at work because of their status. This includes things like race, religion, or gender identity. The employer should make sure that all employees are treated fairly and without discrimination.
External Diversity:
External diversity is when a company has different people from different places working there. Many times, this can be from different countries or cultures. It is important to have diversity in the workplace so that all voices can be heard and everyone can feel included. This can help to create a more productive and innovative workplace.
Organizational Diversity:
Diversity and a diverse work environment help organizations succeed. Diversity helps us learn new things and grow. A diverse work environment is where we are open to different people and their ideas.
Examples of organizational diversity include:
- job function
- management status
- seniority
- department
- union affiliation
World View Diversity:
Our worldviews are different because of our past experiences. Events in our life happen every day and change our worldview.
Some examples of worldview diversity include:
- Cultural events
- Political beliefs
- Knowledge of history
- Outlook on life
“As organizations strive to become more diverse, they may find that their employees have different world views and experiences which can make it difficult to relate to one another.”
The benefits of diversity and inclusion in the workplace?
There are many benefits to creating an inclusive workplace environment. However, investing in diversity and inclusion can also help companies achieve greater success. Some ways this can happen include developing a more creative and innovative workforce, increasing the number of customers and clients, and improving employee retention rates.
More people can be hired
When companies look for candidates with backgrounds that differ from the traditional candidate profile, they significantly widen their pool of potential hires. By being open to individuals from all walks of life including different age groups, ethnicities, cultures, and locations – businesses increase the likelihood of making quality hires.
Greater employee retention
Employees who are content with their work tend to feel as though they have a say in decisions and know that there is room for growth within the company. They are less likely to seek other employment because they feel valued. On the flip side, employees who do not feel included in decision-making or believe there is little opportunity for advancement often look elsewhere for jobs.
Improving Your Revenue
One of the top long-term values associated with diverse workforces is that they tend to perform better financially.
Numerous studies have shown that companies with diverse leadership teams generate
“19% higher revenue and are more successful in capturing larger market shares.”
Additionally, company diversity also matters in terms of creating a positive brand reputation that aligns with customer values.
Companies retain employees for longer periods of time.
Employees who feel happy and content in their position are more likely to stay with a company. Those employees who do not feel included or valued are the ones most likely to look for another job.
When employers trust their workers, and vice versa, it results in a far more productive work environment. Research from Deloitte found that when employees feel they can trust their company, they’re 87% less likely to leave.
What do we understand from all this?
Unfortunately, it’s not uncommon for talks about these concepts to get heated. It feels like we might accidentally say something offensive or use bias against someone at any given moment, which only serves to leave certain people feeling left out.
Saying that you want to help create a more inclusive work setting is saying that you’re willing to have tough conversations and put in the effort to make things better for everyone involved.
There will be times when we mess up–but being transparent with each other and involving diverse perspectives in important discussions and decision-making processes are necessary steps forward.
At Resolve Collaboration, we are committed to the D&I cause.
Resolve Collaboration is a place where we encourage diversity and inclusion. We understand that creating an inclusive workplace is not easy, but we believe that it is important for the success of our company and our employees.
We are committed to having tough conversations and involving diverse perspectives in important discussions and decision-making processes. We know that we will make mistakes, but we are willing to learn and grow from them.
