Diversity and inclusion part 2 is a continuation of what we interpreted and explained in diversity and inclusion part 1. This topic builds on valuing diversity and inclusion and the importance of it given the massive structural changes in workplaces and global markets.
‘None of us is as good as all of us’
This is McDonald’s corporate motto. This implies the importance of diversity and inclusion in the workplace. It highlights that every distinct culture and identity makes them what they are. Each distinct identity builds on to make one culture and a distinct identity.
How value is created for both men and women?
This is the first step to identify how diverse and distinct an organization’s workplace is. This step is more fact-based and statistical. Does it identify what percentages of women are working in an organization? What percentages of women are present at each level of an organization? What is the turnover rate for both men and women? If the percentage of women present at upper levels is lower/greater than that to men, what is the reason?
These are a few questions that basically interpret the level of diversity and inclusion in an organization. This is based more on quantitative data and statistical figures.
Present the issue of D&I as a business opportunity
Globalization and global expansion class for greater diversity must be used as a business opportunity. It is an opportunity to bring a positive change in an organization by nurturing vast talents and creative opportunities.
Measure the level of Engagement
This is related to the concept of inclusion. That is, instilling actions and processes that advocate valuing diversity and make others feel important. Do employees feel valued? Does the company accommodate and appreciate the diversity of both men and women on each level?
This at times is the duty of the HR department to heighten the sense of belonging within the employees of an organization.
Understand the causes of Disengagement and Turnover
It is very important to be self-aware; one must know their weaknesses and strengths to move on better in life. Similarly, an organization must know why and where a problem lies. They also must understand the root causes of the problem to persist. People leaving jobs or not being motivated enough might be a consequence of a serious problem in an organization. If more women are leaving than men or vice versa, the reason must be explored. In order to explore the reason, one must know the issue in depth. Is the business consciously or subconsciously giving a masculine preference?
Provide awareness Training
Awareness training is given to the leader and managers in order to establish and propagate inclusion and diversity. Awareness training highlights why the inclusion of both men and women in the workplace is important and beneficial for an organization. The awareness training for leaders and managers highlights that an organization must focus on building on masculine and feminine qualities and strengths not men and women as two distinct genders. The latter instills a sense of stereotyping within an organization by provoking gender divisions.
Use Awareness of Masculine and Feminine differences
Masculine and feminine qualities tend to differ from each other. Using the awareness of them, managers and leaders can build on women to speak up and encourage them to take up more challenging roles and tasks. On the other hand, managers and leaders can advise men to be polite and kind towards their colleagues while respecting them.
Hold people Accountable
Holding people accountable for the people who propagate discrimination and unfair dismissal on the basis of gender, race, and religion is very important to ensure an inclusive environment. On the other hand, inclusive and respectful behavior must be appreciated and set as an example.
Measure and Celebrate Progress
Comparing standards goals and past performance with outcomes implies what level of success an organization is on during the process of inclusion and diversity. Are women and men feeling important? Are women and men equally making it to the top of an organization? Is retention improving?
These are the ways through which one can judge whether an organization advocates for diversity and inclusion. Moreover, supporting the idea of gender and inclusion is not enough’ implementation, execution, and analysis are equally significant aspects of gender diversity and inclusion.
Also read: Diversity and Inclusion part 1 https://scientips.com/808/diversity-and-inclusion/