In today’s world, more and more companies are embracing diversity and inclusion to strengthen their teams, their culture and their bottom line. Earlier this year, Forbes cited a report providing evidence that diverse teams produce greater profitability.
So, if you’re an HR professional at an organization that wants to increase inclusion, where do you start?
Commit in Writing
To truly declare your company’s commitment to progress, it’s a good idea to put it in writing with an official Diversity and Inclusion Policy or Statement as part of your employee handbook. Furthermore, it should be mandatory for each member of the team to read the policy when they join the company and again when any revisions are made. For examples of policies and statements already in place, look to corporate giants, Coca-Cola and IBM.
Use Inclusive Hiring Practices
It’s a lot easier to “walk the walk” of diversity when your team represents all types of people. In addition to a racially mixed workforce, your recruiters and leaders should actively seek to hire a team that includes different gender identifications, sexual orientations, ages and persons with disabilities. Studies show that humans are programmed with unconscious biases when making hiring decisions. To avoid bias, train teams on what to watch out for and make as much of the process as anonymous as you can. The popular television show The Voice is a good example of seeking talent without bias, as all of the contestants are chosen without the judges seeing them. While it may not be possible to go into an interview totally blind, you should still try to apply the same concept. Consider blind resume reviews as a place to start—Talent Sonar is a great resource that can facilitate blind hiring for your organization.
Implement Communication Training
From online webinars to on-site workshops, diversity and inclusion training is thriving, and for good reason. Put simply: times are changing, thankfully for the better, and the way we communicate and validate one another in the workplace is increasingly respectful and inclusive. To get everyone on the same page of what’s expected of them, it’s a good idea to provide some type of regular training that tackles how to overcome old issues and make everyone feel equal. This includes constructive conflict and how to have difficult conversations. No one should be afraid to approach the topic of diversity or feel apprehensive about bringing issues to the surface. In a culture of open dialog, problems can be solved swiftly, and don’t have to lead to increased stress and frustration.
Celebrate Differences
Whether it’s hosting ethnic-themed potlucks or spearheading a progressive volunteer event for the team, make sure that everyone knows they’re valued for who they are. If the differences are celebrated instead of ignored, acceptance of differences will increase. This can be achieved in a number of ways, including games; brown box lunches that allow folks to share their stories; a viewing of impactful Ted Talks or other innovative ways that don’t feel like an assignment. Be creative, be sensitive and be open to suggestions as you find the best options for your team.
Role Model Accountability
Not every interaction between employees will go smoothly, and unfortunately some of the time misunderstandings will be based around issues that stem from diversity and inclusion. In those cases, be sure to listen to all sides of the story before passing judgement and where there’s fault, hold the individual(s) responsible accountable. Downplaying or ignoring the issue will only worsen the situation and set a bad example. By acknowledging that respect was violated, you’re automatically deterring similar behaviors in the future.
In conclusion, if you’re struggling with how to implement new ways of doing business that reflect a more diverse and inclusive atmosphere, take it one step at a time and celebrate each victory of progress along the way. Making inclusion a high priority for your team is a great place to start. To make these values an ongoing top priority, you can also get help measuring your diversity and inclusion efforts by companies like DiverseCity.
Should you need collaborative conflict training, contact us for a free consultation today.
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[one_half_first]Collaborative Conflict Resolution Workshop
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[one_half_last]Management Training Using DiSC Assessments
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