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Diversity and Inclusion in the Workplace
Experts in diversity, equity and inclusion (DE&I) agree that the long-term success and sustainability of a DE&I initiative depends on an organization's ability to create an environment in which everyone's voice is heard and every employee is treated fairly and with respect.
The relationship between diversity and inclusion is both circular and interdependent. While diversity without inclusion can create a toxic culture, inclusion without diversity runs the risk of creating a stagnant and unimaginative organization.
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More than Demographics
Many organizations need to redefine what they mean by diversity. We tend to think of diversity in terms of demographics. While demographics are one part of diversity, diversity goes beyond demographics to include diverse opinions, thoughts, perspectives, experiences.
Focus more broadly on "psychographics." This means taking a closer look at individual beliefs, values, aspirations and other psychological criteria.
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Diagnosing the Problem
Find out how employees feel about the diversity practices currently in place. Their feelings, mindsets and behaviors all shape the diversity climate.
The best predictor of success is employee sense of belonging.
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Diversify Your Recruitment Strategy
This includes the following steps:
- Create diverse interview panels. Identify the most effective recruiters for different markers of diversity.
- Use structured and unstructured interviews with candidates to manage bias among recruitment team members.
- Provide job candidates with the position's salary range and avoid asking about salary history.
- Have candidates perform a sample work test so you can test the quality of the candidate's work versus subconsciously judging them based on their traits.
- Write job descriptions that inspire and are balanced, inclusive and fair.
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