It has long been assumed that increased diversity and inclusion in the workplace strengthens the workforce, but recent studies support the relationship in key metrics such as increased innovation and higher profits. But creating, supporting and developing a diverse workforce remain a challenge for many organizations. It is not enough to take different pools. Organizations need to dig deep to examine and challenge the systemic biases in their policies, practices, and culture, and work to overcome these biases in their employees. 

If your organization is dealing with these challenges, you can also work hard to implement these programs and ensure they are effective over time. Research from the University at Buffalo shows that different strategies work best when they are combined, continuous, and implemented in a variety of interactive ways. In a diverse spirit, it makes sense for employees to have different learning styles, interests and learning styles. In fact, you can use the same learning materials and blended methods to support the variety in your participation that you use for your other teaching activities. This can help create a consistent message and culture across different groups, especially for those with different roles and responsibilities.

Workplace bullying – what does it look like? 

While some of the challenges related to diversity are obvious and clear, many environmental constraints are included at the system level. It is an entrenched belief and practice that prevents a supportive and diverse work environment. There are many examples of behaviors and beliefs that are common in well-intentioned organizations.

Dependent Referral Program – While it is important to have employees now, people like people who are like them. These types of programs, especially if used as an initial recruiting tool, can create a pool of connections.

Social culture after work – It’s refreshing when employees love each other so much as they socialize outside of the workplace. But when the department emphasizes or even promotes these activities, it can alienate people who have children or elderly parents at home, who have conflicting religious and cultural beliefs, but it who are unable to pay.

Employee Benefits – Who doesn’t love a free lunch? 

The lunch program is great, but participating teams will want to ensure that the meals reflect the needs of a diverse population, including low sodium, vegetarian, vegan, kosher, and halal options, as needed. They will take into account people with food allergies. Without these steps, fun activities leave some users feeling like they don’t belong.

Interview Technique – Body language is often taken into consideration. Traditional hiring practices look at behaviors such as looking away or having a firm hand when making decisions. Inclusive teams learn to ignore traits that will not affect the progress of employees in a particular role to avoid unconscious discrimination around neurodiversity and cultural differences. Although these practices tend to create a more positive environment, they can exclude members who do not conform to company values. That doesn’t mean we throw them out entirely, but being aware and rethinking how these types of roles are presented can go a long way toward creating an inclusive company culture.

 Initiation – Identify areas of challenge and need 

The first step to creating a diversity strategy is to look at your company’s culture, employee behavior, management expectations, demographics, and policies. This is a multi-step process that will likely have ongoing resources. You’ll probably also want to bring in outside expertise to help determine the most specific and cost-effective steps to take. These are some of the methods you can use to collect initial data. 

Anonymous Surveys – It may be necessary to include additional demographic information that is not on the recruitment form to target your area of interest. Surveys are also a good way to find out what employees think is working well or needs improvement. These can be backed up to cloud storage for users to use as they see fit.

Focus groups – Conducted in person or online through discussions and forums, and conducted by an impartial person, focus groups provide activists to express concerns, answer questions, and participate in the larger process.

Company Policy – Collect policies, documents, job descriptions and other content that help define your company’s culture and expectations. If these are not yet for users to join the cloud, now is a good time to do so. Feedback Opportunities – Create ongoing opportunities for feedback through in-person discussions, online forums, and virtual and private “suggestion boxes.” Be sure to choose one that will make these issues worse as needed.

Make a difference 

Once you’ve created an area of need, it’s time to start making changes. Build the foundation – Revise company policies to reflect an inclusive work environment. Create guidelines for job descriptions and employee evaluations to help managers recruit and manage diversity. Share these rules in an accessible location in a digital resource library so that everyone has access.

Challenge Self-Vision – Self-vision is deeply rooted and will not change overnight. Work with industry professionals to provide constant opportunities for learning and growth. These can include in-person workshops and discussions, as well as interactive online learning experiences. While face-to-face interaction is important, some employers may be open to one-on-one learning opportunities. Other learning techniques, such as gamification, can make them more engaging and memorable.

Create a safe space – Some users may want/want a safe space to share with others from similar backgrounds or concerns. In-person meetings can help build trust in the community. Although online forums will help to maintain a connection for remote users or for different users in the area.

Integrate these principles into all of your educational content. Create training opportunities around all your areas of interest and build engagement throughout. Whether it’s learning how to conduct job evaluations, sell customer tickets, or maintain workplace safety, employees will be encouraged to think about inclusion and equality.

Good luck 

Diversity and inclusion initiatives must be ongoing and can grow. Over time, continue: 

• Update documents and policies as needed 
• Review cultural norms 
• Connect with external consultants for best practices and outside perspectives 
• Listen and respond to concerns 
• Promote lessons that have already been shared 
• Analyze what works and what doesn’t – and change it 
• Use training and mentoring programs to support and spread a positive organizational culture 

Tips for creating a variety of strategies and participation that are useful and effective 

• Focus on employee diversity and other factors that create a collaborative and positive work environment 
• Focus on the breadth of participation rather than focusing on a few areas 
• Avoid using different disciplines in a punitive manner 
• Put different efforts into participation rather than doing them as a one-time event 
• Use different teaching methods that appeal to different learning styles 

It is not easy to change organizational culture to make it more inclusive. Fortunately, with the support of experts in the field and the tools that are available today, the journey should not be too long.