10 May 2022
10 ways employers can show commitment to diversity and inclusion
Diversity and inclusion in the workplace has never been more important. Organisations around the world are transforming how they operate to create a more inclusive environment.
If you’re wondering what you can do to achieve better workplace diversity, we’ve got you covered. Let’s look at how you can commit to D&I as an employer.
What are the benefits?
You only need to look at the statistics to see that more diverse companies have a better forecast for the future. Organisations with a diverse executive team are 25% more likely to produce above average profits.
One potential reason for this is because a varied workforce results in diversity of thought. Bigger, better and innovative ideas come from teams with different backgrounds that collaborate.
When you’re an employer, attracting the right people is key to your success. 3 in 4 jobseekers now say that a commitment to diversity and inclusion is a deciding factor in whether they want to work with a company or not.
It’s clear to see that if you want to run a successful organisation, D&I needs to be a top priority. Here are 10 ways you can show commitment to developing a more diverse and inclusive workplace.
People are living longer and retiring later. Older employees are incredibly valuable to an organisation with a wealth of knowledge and experience. However, a survey carried out by Legal and General Retail Retirement and the Centre for Economics and Business Research found that 52% of jobseekers over the age of 50 believed their age meant they were less likely to receive offers of employment.
At the same time, younger employees may fear their lack of experience will work against them. It takes a variety of different people with different backgrounds to make a successful organisation. Ageism doesn’t have a place in building an inclusive workplace.
Strong and actionable guidelines to ensure discrimination doesn’t creep into your workplace are a must for any organisation. Make it clear that your business won’t tolerate discrimination in any, shape or form. It’s against the law to treat someone less favourably than someone else because of a personal characteristic such as religion, sex, gender reassignment or age. By having internal guidelines in place, your organisation can leave no room for unconscious bias.
Your hiring and promotions process is an important area to look at when you’re creating a workplace for the future. Ensuring equal opportunities are available and you’re actively working to make sure your vacancies are accessible are key ways you can improve your hiring processes.
Words have the potential to be hurtful and excluding. Making sure your promotional and in house communications are using inclusive language is an effective way to create a welcoming environment.
Creating a culture of diversity and inclusion requires fair representation from entry level to leadership. Is your executive structure representative of your company? Are men and women equally represented? Do you have different cultures working within management? When your organisation is committed to diversity and inclusion, your executive teams must lead by example.
Religious diversity allows your organisation to attract and hold on to a workforce that is a true reflection of society. Your organisation can work to meet the challenges of religious bias when your business embraces religious diversity.
Work shouldn’t be a place where you stifle your personality. Employees are keen to express themselves at work and feel like they’re seen, heard and appreciated for who they are. Leaders should pave the way for this by showing that work is a safe place to be yourself. Businesses should strive to make sure staff feel like they can be themselves without worrying about any negative comments or behaviour.
Your business can support employees by eliminating ableism at the workplace. Instaling fit for purpose desks and have accessible facilities to make everyone feel comfortable at work should be a priority for companies.
Even if you feel your organsation is making great progress in diversity and inclusion you shouldn’t assume there isn’t more work to be done. Learning and evolving to make sure your business embraces D&I as a core part of the organisation will ensure your efforts aren’t seen as a flash in the pan PR exercise.
The best way to understand diversity and inclusion in your workplace is to ask the people who are part of it. Listen to employees to get ideas for a more inclusive space and work with them to bring their own personal experiences into work. Encourage everyone to be themselves and strive to be an organisation that takes pride in its diversity and sees it as a key strength.
By using these 10 tips, you can be well on your way to becoming more committed to diversity and inclusion as an employer.
At Alexander Ash, we’re helping organisations strengthen their business by helping them build diverse teams for a more inclusive future. D&I is a lifestyle for us and we’re always evolving to ensure our own culture is welcoming for all. Ready to find out more? Contact us today.