By Harry Grewal
March 2, 2024
What is Diversity?
Diversity refers to the presence of a wide range of individual differences and unique qualities within a group, community, or organization. These differences can encompass various dimensions, including but not limited to race, ethnicity, gender, age, sexual orientation, socioeconomic status, physical abilities, religious beliefs, and cultural backgrounds. The concept of diversity acknowledges and celebrates the richness of differing perspectives, experiences, and characteristics that individuals bring to a collective setting.
What is Inclusion?
Inclusion refers to the act of creating a workplace environment that values and respects the diversity of its workforce and supports it by creating organizational values where everyone feels accepted, trusted, and empowered to contribute. Inclusivity goes beyond workplace diversity, in that it focuses on fostering a mantra where individuals from a range of different backgrounds, identities and perspectives are not only welcomed, but are integrated into the organization’s identity and culture. Consequently, the goal is that this will aid the organization in its ability to gauge and adapt to changing markets and consumer behaviour as well as enhance its decision-making processes.
Fundamentally, inclusion is about destroying traditional barriers, promoting opportunities, and addressing discrimination head on. Ultimately, this affords opportunities for all individuals within an organization to thrive based on their technical abilities, behavioural attributes, and qualifications, instead of their age, gender, race, culture, religious beliefs, etc.
What is the significance of addressing diversity and Inclusion?
Promoting and embracing diversity fosters inclusivity and acknowledges that everyone within an organization, regardless of their unique personal attributes, can contribute in a meaningful way. By effectively, promoting and adopting these values, an organization can foster an environment where individuals will feel respected and safe, which in turn will promote creativity, innovation, and resilience.
Furthermore, it recognizes the importance for everyone within the organization to have a sense of belonging, and that their work is valued. Consequently, the objective is that diversity and inclusion campaigns will spawn a high-performance organization yielding greater levels of collaboration and innovation. What sets diverse and inclusive organizations apart, is that they actively work towards addressing systemic barriers, unfair policies, and prejudice so that a culture of respect can be cultivated.
Embracing a holistic perspective is of paramount importance when addressing diversity and inclusion issues within an organization. As there are many variables at play, adopting a broad and comprehensive strategy will allow the organization to acknowledge that diversity extends far beyond visible characteristics and instead, encompasses a range of individual experiences, perspectives, and abilities. By accepting an open mindset and an inclusive approach, differences can be celebrated whereby diversity is viewed as a strength, aiding in the adoption of inclusive policies and practices. Ultimately this sets up an organization to succeed; simply because this approach not only has the capacity of improving operational effectiveness, but it also supports the need for a workplace environment to thrive on diverse talents, skills and abilities whereby it leverages a range of strengths from its human resources, which in turn sustains success and a positive social impact.
Another positive impact of embracing policies that support diversity and inclusion is its ability to attract strong talent. As organizations recognize the merits of building and supporting a workforce that reflects a range of different backgrounds, experiences, and perspectives, developing complementary talent acquisition strategies is of the utmost importance, because the organization can promote inclusivity while simultaneously luring qualified individuals. As mentioned before, embracing diversity not only elevates the organizations’ ability to attract prospective talent, it can also boost employee morale, reliability and overall retention rates.
Inclusive talent acquisition requires a recruitment process that minimizes bias, promotes equal opportunities, and actively seeks qualified candidates from underrepresented groups. The key word in the previous statement is ‘qualified’ because an organization should not look to recruit individuals on the sole basis of diversifying the workforce for purposes of appeasing social trends and perspectives. Individuals must be required to have the competencies and behavioural attributes required to succeed in the sought after role. This requires balance and the use of contemporary selection techniques, that minimize bias while amplifying the focus on attracting prospective candidates that possess desired qualities. Leveraging the use of selection panels and technology to filter candidates and aid in interview processes can help. Fundamentally, the symbiotic relationship between talent acquisition and inclusion is crucial for organizational success in today’s interconnected and diverse business landscape. However, there are risks that warrant attention and require mitigation plans.
Risks and Challenges with Diversity and Inclusion programs:
In the past two decades affirmative action and inclusion programs have become popular within the organizational setting. Although, this approach aims to address historic and systemic inequalities, by promoting opportunities for underrepresented groups, it is not without its risks and criticisms. One significant concern is the potential for one form of discrimination to replace another; where members of majority groups can feel disadvantaged or unfairly treated during job selection or promotion opportunities. Furthermore, there are many that would argue that diversity and inclusion programs perpetuate stereotypes, inaccurate dispositions, and contributes to preferential treatment which is unjustified. This can have very negative consequences, where resentment and division amongst the workforce can materialize.
Another risk is centered on the notion of ‘tokenism’, where underrepresented individuals are selected for sought after roles and opportunities, just so that an organization can fulfil diversity quotas, or showcase an inclusive perception to key stakeholders or the public. This can be perceived as short-term action that does not address the root cause of the problem as it ignores the fundamental factors that lead to and contribute towards inequality.
Once again, finding a balance is key. Not only is it important to promote diversity, it is also critical to not disenfranchise people by doing so; and replace one form of discrimination with another. This can be challenging, which of course should encourage organizations to take careful consideration when designing and applying its diversity and inclusion programs. It is crucial that monitoring an inclusion program’s ability to deliver on organizational objectives using evaluation criteria is essential.
Challenges with Diversity and Inclusion Programs:
1) Unconscious Bias:
Unconscious bias refers to deeply ingrained attitudes, perspectives or stereotypes that influence decision-making and behaviours on a subconscious level. These predispositions can considerably compromise the effectiveness of diversity initiatives. Our environment shapes our thoughts, beliefs, and perspectives; and therefore, social conditioning and cultural norms can contribute towards the creation of unconscious biases which may then influence recruiting practices, performance evaluations as well as organizational culture and policy. Acknowledging this and addressing these prejudices is foundational for diversity and inclusion programs to succeed because alternatively these conditions can perpetuate biases and limit opportunities for some. For organizations that are committing to embrace diversity and inclusion within their workplace, awareness training of these factors is essential as it challenges the status quo.
2) Lack of Representation:
The absence of sufficient and adequate representation within an organization can present significant challenges to diversity and inclusion programs…especially at the onset. When underrepresented groups are not afforded an opportunity to apply, progress or lead, it reflects negatively on the organization, showcases systemic issues, and hampers the effectiveness of diversity and inclusion programs.
Furthermore, the absence of diversity, especially amongst influential positions within an organization, can showcase unconscious bias, limit the approach used to address these complex problems, and inadvertently reenforce the status quo. Lack of representation may also act as a deterrent where support, enthusiasm and buy-in for inclusion programs is shattered.
3) Microaggression:
Microaggressions, although subtle and often unintentional, pose significant threats to the success of organizational diversity and inclusion initiatives. These minor and seemingly non-deliberate acts can accumulate and create a tainted, unwelcoming, and poisonous work environment. Microaggressions contradict with the foundational principals associated with inclusivity and instead reenforces stereotypes and labels which can destroy employee morale.
Microaggressions can occur in conversations, emails, and meetings both in an in-person or virtual setting. Regardless, microaggressions have the capacity to diminish the effectiveness of a diversity and inclusion programs and therefore warrant attention. Addressing these factors can be very challenging as they are anchored to behaviours and are often accidental or unintentional. However, by addressing this not only is the organization drawing attention to these behaviours, it is also educating its staff on appropriate conduct while creating a higher degree of awareness on how microaggressions can be offensive and disrespectful. Thus, combating these forms of discrimination, despite being subtle, is incredibly important for organizations who wish to effectively enhance diversity and inclusion within their workplace.
How to foster Diversity & Inclusion:
1) Develop Training Programs to Support Awareness:
Training programs are instrumental in supporting diversity and inclusion within an organization. Not only does it serve as a powerful tool to educate staff and enhance awareness on this important topic, it has the potential to cultivate empathy and spawn positive behavioural change. Training can address a variety of topics including unconscious bias, inclusive leadership and how to develop and enact anti-discrimination policies. In addition to formalized and structured training, workshops and seminars can be leveraged to further support the cause. In fact, there are many consulting firms that specialize on organizational diversity and inclusion training; and their subject matter expertise can be leveraged if help is needed. Mentorship programs and providing training to hiring teams on unconscious bias and cultural competence also contributes to more equitable hiring processes which in turn will support inclusion programs.
Training aids in tackling stereotypes head-on and challenges biases, inaccurate beliefs and most importantly encourages open dialog. This is important because creating a more educated, informed, and empathetic workforce will equip staff with the knowledge required to support inclusive practices related to hiring, developing, and promoting staff. Of course, training is not a one-size fits all solution. It needs to be customized based the dynamics and organizational makeup of the group being addressed. Furthermore, training is not a ‘one and done’ remedy. Recurrent training is important as it reenforces key aspects and continues to commit the organization towards the cause of supporting a diverse culture. By adopting effective training programs, organizations can initiate cultural shifts that will spawn a truly inclusive environment.
2) Focus on Accountability Management:
Accountability and performance management are key factors for fostering diversity and inclusion within an organization. It is important that clear policies and protocols are established to hold individuals within the organization accountable for their actions. There is no room for miscommunication or misunderstanding…therefore it is crucial that policies are communicated and explained effectively, with every opportunity made available for the workforce to question, comprehend and acknowledge what is expected of them. It is imperative that the everyone realizes that diversity and inclusion programs are not just aspirations, rather integral goals for the organization so that it can adapt to the current environment and succeed.
Furthermore, accountability stems from the actions, beliefs and conduct of the organization’s leadership. It is of paramount importance that everyone is treated equally and that the expectations for creating and sustaining an inclusive work environment are supported right from the top. Hence the importance of leading by example; and practicing what is being preached.
Integrating diversity metrics into performance evaluations can further promote the importance of these programs and incentivize staff to contribute towards these ambitions. It is important to measure progress. Therefore, the adoption of clear and accurate reporting mechanisms which can quantify progress and promote continuous improvement through learning is foundational. When organizations integrate performance objectives with diversity and inclusion goals, it reenforces a strong commitment towards supporting a diverse and inclusive work environment. However, the organization needs to ensure tokenistic practices are not encouraged. In addition, embracing an accountability-driven approach not only aligns organizational objectives with individual behaviour and conduct, it also fosters a culture where diversity is recognized, respected, and valued as a strategic necessity towards sustained progress and success.
3) Embrace Complementary Recruiting and Hiring Practices:
By implementing effective recruitment and hiring practices, organizations can experience positive, and tangible results as it pertains to embracing diversity and inclusion.
Using appropriate and inclusive language when drafting job descriptions should be a top priority. This is because it is important that the words used to describe a role, purpose and scope of duties associated with a position appeal to a wide range of candidates. Another tactic is to leverage the use of blind recruitment techniques, where irrelevant personal information is initially concealed, which in turn aids in minimizing unconscious biases being applied in the selection process. Appreciate that everyone has biases; and that they often stem from perceptions, teachings, and life-experiences. It’s part of being human. Although these biases may not be relevant, they can be applied at an unconscious level and therefore taint recruitment and hiring practices. One way to mitigate this is through the use of diverse hiring panels, which can provide a range of different perspectives during candidate evaluations and in turn mitigate the likelihood of homogeneous and prejudicial selections being made. In addition to this, organizations can leverage the use of job fairs, academic institutions, and professional networks to attract underrepresented groups so that a broader pool of applicants are available to choose from.
By adopting these practices, organizations can enhance their ability to attract diverse talent while promoting an inclusive workplace where people from different backgrounds can contribute their unique skills and experiences toward the organization’s success.
4) Overcoming resistance:
As with any form of change management there will inevitably be some form of resistance. It is important for organizations to acknowledge this and proactively prepare a multifaceted approach aimed at overcoming resistance. This can include addressing misconceptions, highlighting the benefits of embracing diversity and inclusion initiatives as well as creating a safe environment where individuals can express their thoughts, concerns, and opinions without the fear of retribution or consequence.
Firstly, in order to address misconceptions, it is important for the organization to identify what they are so that they can effectively debunk myths and conspiracies that may contribute towards the resistance to change. This can be done through targeted workshops, training seminars and encouraging open discussions that is based on factual information, and is non-confrontational so that the benefits of diversity and inclusion can be shared and understood. Focus on the benefits as it will help in winning over the sceptics and highlight the positive impact diversity and inclusion has on employee engagement, innovation, and performance to reshape perceptions. Leverage the use of case studies where other organizations and the benefits of their programs can be showcased. Finally, work hard towards creating a safe space so that honest and authentic conversations can take place. This will encourage open dialog where concerns, fears and reservations can be shared in the absence of judgment. Complementary to this is the use of surveys and forums where feedback can be collected in an anonymous fashion. This will help the organization gauge the effectiveness of its initiative and the perspectives of its employees.
By deploying these strategies, organizations can create a more inclusive organization whereby it dismantles resistance towards change and fosters a workplace where the benefit of diversity is recognized and embraced.
In conclusion, there are many aspects that need to be taken into consideration when an organization adopts a diversity and inclusion program. Although there are many benefits of becoming more inclusive, there are also various challenges that need be considered in order for a diversity and inclusion program to be successful. By recognizing the merits of becoming more inclusive and embracing a varied approach in an effort to promote and evoke buy-in from existing staff, the acknowledgement that the pros outweigh the cons will occur. Furthermore, by embracing effective training programs that communicate expectations, policies that drive accountability and recruitment and hiring practices that complement the desired outcome, organizations position themselves to successfully implement inclusion programs and reap the rewards from doing so.
Has your organization adopted a diversity and inclusion program?
Have any of the above points been factored into their strategy?
If so, please feel free share in the comments below.