Improve an Organization: Build a Diverse and Inclusive Workplace

Companies that are diverse and inclusive are 35% more likely to yield financial returns above the national industry median. Diversity, equality, and inclusion (DEI) are important strategies that enable a firm to capture new markets, improve performance, and increase revenues. In addition, diverse teams are also touted to be 87% better at making decisions according to People Management. Hence, it is important for a corporation to enhance its organization by creating an environment that is inclusive, equitable, and diverse.

1. It Begins at the Top

It is extremely important that the leadership team prioritizes DEI to succeed. Educating a company’s leaders is crucial in creating a work environment that welcomes a diverse and inclusive workforce. A company whose leaders are welcoming and accommodating to hiring people with different backgrounds, race, and abilities offers a desirable work environment where people can thrive and unleash their potential. Moreover, it is vital as well that a corporation’s DEI’s policy must also cover disability inclusion.

For people with disabilities, getting hired to do work and form part of a workforce not only gives financial security, but also the feeling that they are a valuable part of society and are not discriminated. A program that is specifically designed to help individuals with disability find jobs can make the transition easier from benefits to work. Unemployment rates for incapacitated people are high and even their disability claims can be denied if they fail to meet the criteria and requirements.  To illustrate, there are restrictions on how much a person with an infirmity can earn or save while still collecting benefits.   The bottom line is, the benefits of disability inclusion are many such as improving productivity, accessing a wider pool of talent, and valuing the strengths of employees with debility.

2.Inclusive Recruitment Strategies and Spaces

Once leadership endorses DEI policy, it is easy for human resources (HR) to adopt and facilitate inclusive recruitment strategies. From writing inclusive job descriptions to widening a search that includes a diverse pool of talent, the staffing process must be viewed as a business strategy and eliminate biases.  The great thing about leadership promoting inclusive and diverse hiring strategies is that it fosters a positive work culture.

It also involves using inclusive language and creating welcoming workspaces. For example, providing workers with a safe space ensures the safety and comfort of marginalized staff. This can be done by offering unisex bathrooms to make everyone, regardless of gender affiliation, at ease.  Inclusive spaces, on the other hand, can be created by hosting team activities and informal events. Lunches, after work cocktails, or team building days are examples of ways to spend time together. Moreover, a support group or network that helps diverse employees connect and share experiences with one another is an alternative approach to building inclusive spaces.

A diverse, equitable, and inclusive workforce is an asset to a company improving productivity and bottom lines by drawing on the strengths and potential of each employee. To attain a DEI setting, a corporation’s leadership must have the desire to build a diverse work culture, implement the strategy through its HR, and create welcoming spaces.