With more and more companies pushing for diversity and inclusion, workplace equality has evolved from a fad into a sea of change that all businesses need to be a part of. It’s not enough for companies to support equality and diversity on social media or websites by embracing Black Lives Matter, LGBTQ+ campaigns, gender equality, and other causes. What matters is embracing diversity and inclusion into the company culture.
HR executives can be the torchbearers of bringing diversity to their organization. They play a crucial role in implementing and leading the C-suite and other managers away from any unconscious bias or racism or bigotry.
Importance Of Workplace Equality
Workplace equality is vital for your company’s growth. Studies have shown that workplaces with a diverse workforce across the organization can contribute immensely towards increased innovation, more engaged employees, better retention, and higher-quality applicants. Due to their diverse quota, they also attract talent from around the world that can impact your company’s global image.
Not having a diverse workplace can have the opposite effect on your company. It can create several problems ranging from employee discrimination lawsuits to devasting PR.
In short, diverse workplaces allow for a wider variety of perspectives, experiences, and opportunities for learning and growth; both for your employees and the company’s future. .
Infusing Workplace Equity And Inclusion At Your Company
When recruiting, one tactic that many HR personnel use is reaching out to racially diverse colleges and universities. While this is a good way of hiring diverse employees, there’s more you can do to make your workplace more inclusive.
Here are six steps you can take right now.
1. Advocate for equal pay
By offering equal pay and actively eliminating any pay gaps, you will take the first crucial steps towards ending discrimination at the workplace based on any bias.
2. Educate yourself and others
Learn more about disparities within the workplace. Read up about passive racism and organize a short workshop on the topic. Many people may be unaware of such a thing, so you may need to provide them with follow-up information.
3. Create awareness
Talk to the managers within your organization about the less inclusive areas. Emphasize the need for diversity, inclusion, and equitable hiring efforts. Share with them some best practices for working with and prompting inclusion on a diverse team.
4. Broaden your audience view
Advice your advertising and marketing departments on including a variety of demographics and cultures for the marketing campaigns, commercials, and social media. Also, check your internal collateral such as annual reports and training videos for a more inclusive approach.
5. Get a second opinion
While your efforts may mean well but if they are created by a homogenous team, then getting an outside opinion is a must. Despite your best efforts, what you think is inclusive and welcoming could be offensive. Hire a sensitivity reader or consultant that can help put things in perspective for your company.
It’s a mistake to think of workplace equity as just a matter of hiring more Black employees or promoting a woman to a higher designation. It is being aware of the discrimination against some people on the basis of religion, nationality, ethnicity, gender, sexual orientation, race, age, and disability. By creating an inclusive workplace, you will be creating an environment that is supportive, respectful, and tolerant of people despite their diverse backgrounds.