Diversity and inclusion involves the presence of inherited and acquired differences among a group of people and the opportunities that are made available to them. In other words, diversity alone is not enough. Diversity and inclusion must both be present in order for an organization to flourish in every aspect, from improved decision making to overall better organizational performance.

Likewise, it’s not enough for organizations to simply state they have a goal of increasing diversity and inclusion practices or initiatives without making a real effort to put these practices into place. With this in mind, below are just six ways your organization can make a difference in regards to diversity and inclusion.

Understand the demographics of your organization

First and foremost, in order to understand where your organization currently stands and where improvement is needed in regards to diversity and inclusion, it’s important to have a thorough understanding of who currently makes up your company. This means you will need to collect data compared to similar organizations, competitors, and the overall market regarding the demographics of your organization. This information can then be used for guidance on any changes that need to be made or the exact areas where diversity and inclusion can be improved.

Offer staff training and development courses

Discussing diversity and inclusion in the workplace may be uncomfortable or new to some employees, which makes the need for these conversations all the more necessary. In order to encourage a mutual understanding of diversity and inclusion for all employees, implement practices such as unconscious bias trainings, diversity and inclusion awareness events, Q&A sessions, or roundtable discussions for all employees to attend.

Encourage employee resource groups

Employee resource groups (ERGs) are voluntary, employee-led groups made up of individuals with similar interests, backgrounds, or demographics. ERGs serve as an open forum and welcoming space for employees to support each other’s career and personal development goals – from onboarding to improving leadership practices. As a result, businesses with fully-functioning ERGs are able to gain a better understanding of the audiences they serve and gather valuable insights on business performance. Most importantly, ERGs also allow businesses to ensure all employees are given the opportunity to be heard, valued, and included.

Rethink your hiring process

Today, networking and employee referrals are extremely powerful ways of bringing new members to an organization. After all, the friends, family, or connections of current successful and trustworthy employees are sure to offer the same invaluable work ethic. However, if a majority of employee referrals reflect the same experiences or demographics as current employees, your organization risks losing its diversity, meaning the company may need to re-evaluate this system.

Likewise, when it comes to hiring external candidates, ensure interviewers are mindful of diversity and inclusion by mentioning current practices or asking questions pertaining to the two throughout the interview or screening process. Give hiring managers and recruiters guidelines for asking about diversity and inclusion – what it means to a candidate, what their expectations are for diversity and inclusion in relation to a position, and more. Additionally, interviewers should be sure to ask the same questions to each candidate in order to provide a completely unbiased process.

Make your workspace accessible for everyone

Workplaces, both in-person and remote, should be accessible for everyone involved – employees, customers, visitors, etc. Take a look at the physical set up of your office or online tools. Are there any barriers that would make it difficult for everyone to complete their day-to-day responsibilities? For example, does your office offer wheelchair accessible ramps, elevators, height-adjustable desks, automated doors, accessible parking spots, or other necessary methods? Do your website and online communication tools offer assistance to those that may be hearing or sight-impaired? If the answer to any of these questions is a “no,” it’s time to invest in the proper technology that can accommodate everyone and anyone that may need it.

Reconsider employee benefits

Attempting to mold employee benefits into a one-size-fits-all approach means some employees will be left behind. For example, if your organization only recognizes some religious holidays but not all, this could send a message to employees that their experiences are not valid. Likewise, healthcare plans that only cover traditional family medicine may not be beneficial for employees that do not fall into that category. Therefore, rather than implementing universal benefits, consider your options for more inclusivity such as flexible days off and adjustable healthcare options.

Ask for feedback and adjust as needed

In order to properly serve your employees, gathering feedback is essential. For example, conducting employee surveys or holding focus groups are just two ways your organization can learn how employees themselves view diversity and inclusion in your organization. Focus questions and discussions on existing initiatives, where improvement may be needed, and everything in between.

Again, how your company uses the information it collects is crucial. Be open to all feedback received and use it to everyone’s advantage by providing clear proof of change within your organization.

Whether you're a candidate looking to become connected with a diverse organization or a business leader looking to diversify your talent, Nexus is here to help. Check out our other posts here to read more about diversity and inclusion in the workplace or contact us today to discuss your staffing and recruitment needs.

Seven Ways To Promote Diversity And Inclusion In Your Organization