Written by Josh Musominari
The aim of diversity and inclusion practices in the workplace are to ensure that different groups and people are collectively empowered and appreciated for their differences in the workplace.
The practice of creating a nurturing and welcoming environment is seen to lead to better decisions when our varied perspectives are shared. All employees should have equal access to opportunities, regardless of their age, gender, ethnicity, religion, disability, sexual orientation, education, and national origin.
Inclusive environments are where we break down the barriers that prevent us from naturally feeling included and supported. It is about making sure that participation and contribution is welcomed across the board. Everyone has a different life experience and perspective, and diversity can be leveraged to improve your organisations reflection of society.
D&I best practice
• Taking a top down approach with engagement from the CEO and COO
• Integrating D&I strategies into recruitment and talent acquisition functions
• Reporting on KPI’s and measuring your progress
• Strengthening internal policies and anti-discrimination measures
• Organisation wide training on D&I
The business case
D&I practices are shown to have a major competitive advantage. Diverse teams are shown to outperform less diverse teams and leads to enhanced market opportunities and competitiveness. The ability to access broader markets and customer segments is higher and the level of ‘innovation profits’ delivered by diverse organisations is on average higher than otherwise.
Talent retention and attraction
D&I practices are a fundamental aspect of good HR practices and this is a key influencer in people’s decisions to join an organisation. Being able to attract and retain the talent and skills needed within your organisation is always essential to success and D&I plays an important part in ensuring that employee’s feel valued and secure in the workplace.
The social case
Corporate social responsibility is an essential part of an employees’ mission and their role in society. The belief that everyone should have access to equal opportunities has been recognised as a legal requirement and can be disputed for those that do not adhere to the minimum standards.
Diversity and inclusion are a key element to an organisation’s activity and contrary to common sentiments, it more than an HR initiative/responsibility and something that requires consistent effort at all levels. The practice is consistently advancing and there will be developments as the practice develops, and those that strive to be leaders in this field will receive the benefit for years to come.