Over the past few years, the HR world has seen a shift in perspective when it comes to diversity and inclusion strategies. Countless studies have been conducted to investigate the impact of diverse and inclusive cultures on a company’s goals, and the results have been clear: inclusive companies consistently outperform less inclusive ones, being twice as likely to meet or exceed financial goals, three times more likely to be top performers, and up to eight times more likely to achieve better business results. In addition, with skills shortages being one of the key concerns about future growth, diversity and inclusion strategies deliver significant benefits, growing the pool of potential talent, which can be tapped by businesses.
However, as D&I strategies (diversity and inclusion training strategies) take hold, there is a lack of diversity when it comes to top positions, coveted spots, as well as on boards around the world. A 2018 study by Deloittefound that women and minorities made up just 34% of all Fortune 500 company board seats, with only 145 of those companies showing more than 40% diversity on their boards. Certainly, it must be recognized that these figures indicate an increase compared to previous studies (2010 showed that only 54 companies reached this objective), but we must also be aware of the slowness of this evolution.
Create a more diverse and inclusive workspace
Although often juxtaposed, diversity and inclusion refer to two different notions. On the one hand, diversity is about building a workforce that includes diverse talent, “diverse” referring to gender, ethnicity, age, cultures, etc On the other hand, “inclusion” deals with a company’s ability to create a collaborative and supportive environment that allows all employees to contribute and participate equally, thereby leveraging the impact of this diverse workforce. Basically, if these two notions have the same level of importance, one does not go without the other. Here are the top four ways to incorporate diversity and inclusion into your workplace.
1) Track your diversity initiatives
In order to implement a successful strategy, you must first know the current situation within your workforce. Start by establishing the most relevant KPIs aimed at measuring your company’s D&I, then analyze the stage you are currently in and the goals you want to achieve in the short, medium and long terms. This can include a myriad of things, from common diversity measures such as age and gender, to the representation of different minorities by department as well as the distribution of salaries between different groups. Once your elements are defined, make sure you take advantage of a powerful analysis tool that allows you to adapt your reports to your needs, and automatically share them with the relevant stakeholders, in order to be able to adjust your strategies in real time.
2) Showcase your company’s D&I efforts
In order to create a diverse talent pool, you need to show your candidates that your company is an inclusive, diverse, and exciting place to work where they can thrive. Start by feeding talent pools and social media channels with relevant D&I-related content, and make segmentation a key part of your process, to truly target your prospects with content and invitations that relate to them individually. . It is important to be careful not to use biased words, both when creating this content and when writing job descriptions and email campaigns, so that all your efforts do not are not in vain. In this regard, events focusing on diversitycan go a long way to showcasing what defines your business and in these challenging times, virtual events can also be a great way to bridge the social gap .
3) Recognize and avoid biases when recruiting
The hard-to-admit truth about bias is that despite recruiters or managers thinking they approach candidates with an open mind, people are biologically hardwired to align with those who are like them . There is, of course, no end in this assertion: overcoming prejudices starts with admitting that they are present, which embodies the key, and putting in place the processes necessary to defuse them. This can include anything from diversity training your teams, to leveraging new recruiting methods such as blind interviews and anonymous applications to limit the visibility of data that can get in the way of inclusive hiring.
4) Support mentoring programs
Few programs are as effective as formal mentoring programs when it comes to strengthening minority and women’s representation. The key to their success? It boils down to three words: employee engagement. Mentorship opportunities mean creating space for leaders to become active agents in creating change within their company. In other words, the mentee not only benefits from this initiative through learning, networking, support, work opportunities, etc., but the mentor also becomes engaged, invested and concerned about the success of the person he accompanies. In addition, the establishment of these relationships helps to break down prejudices against certain minorities that we probably thought we did not have ourselves.
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