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Why Diversity Matters in Your Workplace -- and How to Achieve It

How to Increase Diversity and Boost Performance

  • Develop an equal opportunity policy.
  • Be transparent about hiring criteria.

  • Improve retention of minority workers.

  • Analyze problems and adapt. Train managers to spot their biases and avoid communicating in ways that unconsciously deter minority candidates.

  • Implement workplace flexibility.

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Why Diversity Matters in Your Workplace -- and How to Achieve It

Why Diversity Matters in Your Workplace -- and How to Achieve It

https://www.inc.com/rhett-power/why-diversity-matters-in-your-workplace-how-to-achieve-it.html

inc.com

2

Key Ideas

Why diversity matters.

Diverse Companies with a wide range of employees enjoy broader skill sets, experiences, and points of view.

How to Increase Diversity and Boost Performance

  • Develop an equal opportunity policy.
  • Be transparent about hiring criteria.

  • Improve retention of minority workers.

  • Analyze problems and adapt. Train managers to spot their biases and avoid communicating in ways that unconsciously deter minority candidates.

  • Implement workplace flexibility.

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Diversity & Inclusion
Diversity & Inclusion

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5 Lessons for Managing D&I
  • Recognize the Shift in Global Understanding of D&I.  Diverse thinkers come from a variety of different backgrounds.
  • Build an Inclusive Environment. All people are encouraged to draw upon their unique experiences, perspectives and backgrounds to advance business goals.
  • Use Multiple Practices and Measures.  Have solutions in place to monitor and retain a talented and diverse workforce.
  • Ensure Leaders Model Diversity and Inclusion. It sets the tone for the rest of the organization to follow suit.
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Cognitive Diversity

The concept of cognitive diversity focuses on diversity of thinking and is composed of four dimensions:

  • Perspectives. People represent situations in different ways
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Curiosity and innovation

Encouraging people to be curious generates workplace improvements.

When we are curious, we view tough situations more creatively. Studies have found that curiosity is associated with less defensive reactions to stress and less aggressive reactions to provocation.

Reduced group conflict

Curiosity encourages members of a group to put themselves in one another’s shoes and take an interest in one another’s ideas rather than focus only on their own perspective.

Thus, conflicts are less heated, and groups achieve better results.

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How leaders cope with uncertainty

Uncertainty is always there. The degree of uncertainty can rise and fall.

Leaders, being human, also have difficulty coping with uncertainty. When they receive confusing information, they te...

Heuristics during periods of uncertainty

During periods of heightened uncertainty, leaders reflexively reduce investment, stop hiring, slash marketing, refrain from entering new markets, or stop making decisions.

Although understandable, acting in a pro-cyclical manner can be counterproductive. It can leave companies poorly positioned to benefit from the next stage of the cycle.

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They must regularly engage in scenario planning with an array of options. They must build the capacity to be agile. They must learn to become more resilient to withstand strong external forces and quickly recover from setbacks.

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Natural light

Natural light is the most fundamental element of a welcoming space.

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Add in the green

People who work in offices with leafy green plants concentrate better than those who work without greenery. Reconnecting workers with a natural environment results in fewer sick days. 

Adding some plants to the office will give your team both a brain and a mood boost.

Consider your company's needs

How do your teams work best? What are their physical and technological needs?

The seven attributes to consider when determining your optimal workspace: location, enclosure, exposure, technology, temporality, perspective, and size.

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Make employee experience a priority
Make employee experience a priority

96% of talent professionals agreed that employee experience is very important, to the point of becoming mission-critical.

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Talent may be evenly distributed, but opportunity is not. It could take some time and cumulative action to build a more diverse workforce, but sometimes the simplest of measures can add up to major changes.

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Using your brand to tell authentic stories

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Many leading businesses realize that it is quicker and more financially prudent to look internally and develop the talent they already have. Yet only a third of global executives report that their organizations have launched any new reskilling programs.

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Be always reliable

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Not afraid of failure

A good team player is not fearful of failure.

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Share information

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Study on Diversity Programmes
"Neither diversity training to extinguish stereotypes, nor diversity performance evaluations to provide feedback and oversight to people making hiring and promotion decisions...
Diversity programmes divide, ...

...separating those on the inside from those trapped outside and reinforcing separate group identities. 

Given that most programmes are voluntary, it is all too easy for self-selection to reinforce attitudes.

“Privilege is invisible to those who have it.”

How do you combat a bias when the very people who have the power and resources to do so are not even aware that it exists?

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  • Unsung Heroes. For each major innovation or movement, there are catalysts that fade into the background of what they create.
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Adam Grant
Adam Grant

“Values over rules are key for encouraging originality.”

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