Diversity and Inclusion

Diversity & Inclusion are two sides of one coin. Diversity allows you to have people from different life experiences, gender, religion, region, age etc…, Inclusion is to embrace those differences.

As per SHRM:

Diversity is defined as “the collective mixture of differences and similarities that includes for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.”

Inclusion is defined as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.”

Organizations like Google, Accenture, Novartis, Pepsi co have all acknowledged and started to take necessary steps to build and implement strong D & I strategy. Please note, we are not just saying policy, but a strategy!, a detailed plan to execute, as the same need to be reflected in the culture of the organization. Otherwise, the real expected change in D&I can only be seen on paper.

But why is it important and especially now?

While Globalization has been the key driver in giving D&I its due importance, recent pandemic opened up avenues for hiring talent from across locations without compromising on quality of resources. Employees working from home have flexibility with some challenges without compromising on work delivery, although it can be overwhelming at times. If right amount of focus is not shown towards employees, we may lose out on connection. It is simply the time to strengthen the bond with employees and create a culture which is sustainable for the future years.

When we are working with people from across locations, it is important to understand their preferences, perspectives, ways of working to avoid confusion and conflicts. Apart from this, there are lot more advantages.

Safety & Precaution

Safety of employees undoubtedly is the first and foremost priority at this point of time. Organizations have to take necessary precautions to ensure employees are maintaining Social Distancing while at work place. Even a gathering in small nos., can lead to higher chances of exposure & a probable higher risk of Covid spread.

Advantages of D&I

Creativity and Innovation

When there is diverse employee population, there are different perspectives, more innovative ideas coming unlike having people with same thought process. However, having people from diversified employee population and giving them an opportunity to share their ideas are two different things. That’s where inclusivity comes in.

Leverage on Strengths

When we have diversified workforce, we can have broader perspective of market & customer needs and make it easier to reach out and thus increase revenues.

Branding

When an organization is identified as diverse and inclusive work place, it creates a positive brand image.

Employee Engagement

Organizations which are open to employees’ ideas and suggestions tend to gain higher level of trust on management and organization. Employees feel included and a strong employee management bond is created.

Recruitment

With equal opportunity policy, We can have higher reach to capable & talented resources. Thus solving the demand vs supply shortages.

Though lot of organizations have taken first steps towards Diversity through equal employment policy, they will achieve real success only when they are able to build an organizational culture which is inclusive. Imagine you take all the pains to employee workforce from various backgrounds, but they are treated with biases and made to feel unwelcomed by their teams! Instead of creating positive impact on them, we are paving way to unwanted negative impact.

An Inclusive work environment is possible, only when it is taken top down approach and has management buy in & commitment.

HR’s role in Diversity & Inclusion: HR should ensure there is fairness and equality across all functions, locations and dimensions of the Organization.

Framing policies, processes and systems considering Diversity & Inclusion.

Can facilitate & champion “Diversity & Inclusion” programs

Train, Coach, Mentor and Guide employees across all levels to create an inclusive organization culture.

Team building, Conflict resolution are few training programs which help managers and employees to widen their perspectives.

However, to increase diversity and inclusion, we should not lose equilibrium of team! For example if Organization has more % of employees population as freshers’ and top management and they decide to add more middle level managers, adding them to a team which does not have middle lever managers makes sense rather than adding them to a team which already has 2 middle managers. Or if a function has more employees of a specific gender, diversifying & creating opportunities for other gender makes sense than pushing the same concept across organization, even if it is not required.