Top 5 - Encouraging Diversity in the Workplace
Encouraging Diversity in the Workplace
For many years companies have held the belief that diversity in the workplace meant ensuring people from different ethnic backgrounds were included in the recruitment mix or that women were as much considered for roles as their male counterparts.
Real diversity extends beyond ethnic background and gender diversity. Diverse workplaces today realise that each individual employee is unique and recognises that each individual’s differences is what gives its organisation its strengths. Diverse workplaces today move along a range of different dimensions of race, religion, sexual orientation, physical ability, age, schooling, political beliefs and age to name a few.
Emotionally Intelligent organisations are seeking ways of building and encouraging diversity in the workplace. In this Top 5 you will find ideas on how to stimulate and encourage diversity in your organisation.
1. Develop a recruitment strategy for your workforce that reflects your organisations community. Using a SWOT or PESTLE analysis is a good first step in an organisation looking at the community their company lives in. From this analysis they are able to tailor talent attraction campaigns that harness these candidates.
2. Develop a robust recruitment strategy that addresses unconscious bias. Unconscious bias occurs when our brains quickly makes judgements on people and situations based on our biases which are influenced by our upbringing, our peers, our perceptions and our ignorance’s. There are ways of building a recruitment process that blocks these biases from becoming a factor in the selection process. From this robust process we are better able to make unbiased recruitment decisions.
3. Revisit your organisations flexible work practices. Flexible work arrangements allow an employee to vary their work arrangements to provide greater flexibility to balance their personal and professional lives. When an organisation advertises such policies they widen the potential talent pool as stay-at-home mums, physically challenged candidates, candidates studying part time and anyone looking for flexibility in their work life can apply for the role.
4. Ensure this initiative is driven from the top. Michael C. Bush and Kim Peters are CEO and Executive Vice President, respectively, at Great Place to Work, the long-time research partner for Fortune’s annual list of the “100 Best Companies to Work For”. They have both said that the list highlights that companies that have Boards and CEO’s that champion diversity in their workplaces are more likely to see diversity spread throughout the organisation quickly. When visiting these organisations they get a real sense of community and togetherness.
For ideas on how to create a diversity strategy in your organisation go to “Managing The Business” and click on “Diversity at Work”.
5. Measure progress and celebrate the wins. The old adage what gets measured gets focused on is never truer with diversity in the workplace. It is recommended organisations who are preparing to embark on the journey of developing a diverse workplace culture take a health check to understand where they are and after planning and executing their strategy measure it at intervals along the way.
Check out our topic on Diversity At Work for more information of how to encourage diversity in your workplace.
Diversity At Work
- Model - Encouraging Respect for Diversity in the Workplace
- Model – Creating a Diversity Pipeline
- Model - Progression of Diversity
- Model - Benefits of Diversity in the Workplace
- Model - Breadth of Diversity
- Template – Diversity Survey Questions
- Template – Strategic Diversity Action Plan
- Do's and Don'ts
- Top 5 - Encouraging Diversity in the Workplace
- Video - All That We Are
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