Businesses are more focused on diversity and inclusion (D&I) than ever before. Addressing the issues of diversity and inclusion not only show that you are a socially-responsible business, but will also be of benefit to you in that you will gain greater understanding of the diverse customer base that you serve. These factors will then make you a more attractive prospect to potential customers and clients, not to mention employees, helping you to further diversify your operations. In fact, a McKinsey research report from 2018 showed that greater diversity in the workforce results in more profitable organisations. While profitability shouldn’t be the main driver of becoming a more diverse organization, a boost to your profits certainly wouldn’t hurt!
The benefits of a more diverse and inclusive organisation are clear, but how do you actually go about implementing a diversity and inclusion strategy? Here are some of our top tips.
Manage unconscious bias
It’s impossible to be human and not have unconscious bias, which is a set of values and beliefs developed from your environment, upbringing and learning experiences that you are not aware of. The first step towards implementing a diversity and inclusion (D&I) strategy should be to organize training to help everyone in your organization identify and acknowledge their unconscious biases, otherwise not everyone will buy into the D&I strategy from the start. Whether it’s thinking that someone with a disability can’t take a turn on the tea rota, that people with mental health issues shouldn’t be given important ‘stressful’ projects to look after, or that colleagues from certain cultural backgrounds won’t be interested in certain areas of the business, these unconscious biases can make us unwittingly treat people differently. Unconscious bias is much more insidious than overt discrimination such as racism or sexism, as it often entirely undetected. Even the instigators themselves may not know that they’re doing it, or may believe they’re doing it for the right reasons. It creates a hidden culture within your organization which can be really hard to shift.
Lead from the top
D&I is not just an initiative that is owned by HR. For real change to happen, the whole management team needs to buy into D&I. The culture of any firm starts with the management team, who should set the example for others to follow. Everyone in the firm, regardless of how large or small it is, should understand their role in the businesses and should be encouraged to share ideas, speak up and get involved.
It’s about more than quotas
Many businesses have set diversity targets but filling quotas won’t automatically create an inclusive culture. Of course, businesses need to hire from more diverse talent pools, but they must also hire the right people in terms of their fit with the culture of the firm, so that everyone can move forward together with becoming a more inclusive organization. Also bear in mind that you should consult an HR specialist if you are using quotas as part of your hiring strategy, so that you don’t end up on the wrong side of the Equalities Act!
Inclusion is ongoing
D&I is not just a one-off training session. Being a more inclusive organisation requires a change in behaviours. New habits must be created. Honest, open and healthy conversations should be encouraged, by everyone in the firm. The best firms give everyone the opportunity to get involved in projects, encourage them to share ideas and to challenge themselves.
