Diversity and Inclusion in the Workplace: Best Practices for People Managers

Diversity and inclusion are two terms prevalent in workplaces now more than ever. Growth and change in companies have highlighted the need for a diverse and inclusive workforce. So, more companies are making this change.

From inclusive job vacancy posts to sensitivity training for diverse cultures, more managers and employers are taking steps to diversify their workforces. 

People managers are at the front lines of this endeavor. They engage with employees and can, therefore, make or break such campaigns. Everyone else in the company looks to these managers for guidance in building an inclusive work culture.

Therefore, HR managers must develop strategies and practices to ensure that the office or work environment is a space where diversity and culture are celebrated. Below are some of the best practices for people managers to help promote diversity and inclusion at work. 

Benefits of Diversity and Inclusion

Companies are working to diversify their workforce for various reasons. Some of them include positive outcomes such as the following:

Creativity and Innovation 

Companies are always looking for the next big thing. Diversity and inclusion can help generate ideas since people from different backgrounds have varied experiences and see the world in a different light. Hiring people from different backgrounds can help with innovative solutions, quality product and service designs, and better strategy formulation. 

Adaptability

Companies need to be ready to adapt to changes. Diverse teams are often more adaptable to change and better equipped to navigate a rapidly evolving business landscape. The exposure to varied perspectives helps organizations anticipate and respond to market changes and emerging trends.

Customer Relations

Diverse teams can better understand and connect with a diverse customer base. It is especially important when expanding to a new customer base.

The understanding that a diverse workforce offers leads to better communication with the customers. In addition, it helps create more effective marketing strategies and better customer relations. 

Decision-Making

Inclusive teams consider a broader range of factors when making decisions. The different experiences and perspectives come into play when making important decisions for the company. Therefore, diverse perspectives lead to more well-rounded assessments and, ultimately, more informed and effective decision-making processes since all variables will be under consideration. 

Challenges in Implementing Diversity and Inclusion

Implementing diversity and inclusion in the workplace presents multiple challenges like any other business process. Some companies are yet to develop solutions for challenges such as:

• Communication. Language barriers, differences in communication styles, hearing impairments, and communication topics can trigger communication issues among employees. 
• Cultural misunderstandings. Misunderstandings will be prevalent when implementing diversity and inclusion. Even cultural sensitivity training can only cover so much. Therefore, employees are bound to make mistakes when interacting. Even something as ‘harmless’ as offering your left hand during an interaction is offensive in some cultures.
• Discrimination. Employees may experience bias, discrimination, and harassment from other employees because they are different. As such, these employees may conceal their true selves at work to avoid discrimination. 
• Stereotypes and prejudice. Workers from diverse backgrounds may fall victim to stereotypes and bias in the workplace. It can, unfortunately, lead to less cohesion as they will avoid collaboration with team members who share such remarks. 

Best Diversity and Inclusion Practices for People Managers

Educate and Raise Awareness

Educating and raising awareness among employees can help establish a culture of inclusion at work. Managers should provide regular training sessions on diversity and inclusion topics. They should cover unconscious bias, cultural competency, and the business case for diversity.

In addition, managers can organize workshops or seminars that allow team members to engage in open and constructive discussions about diversity-related issues.

Lead by Example

Like all good leaders, managers should show employees how it is done. They can do this by actively and openly supporting diversity and inclusion initiatives.

Managers should be mindful of language choices, avoiding stereotypes and ensuring their communication is inclusive and respectful.

In addition, they must self-evaluate and change. Managers who recognize biases in their own thinking or behavior must take proactive steps to address and correct them.

Create Inclusive Policies

Besides setting an example, it would help to create inclusive policies to demonstrate the company’s commitment to the endeavor.

Managers should establish policies that ensure diverse candidate pools for job openings. It may include utilizing diverse recruiting sources and removing potential biases in job descriptions.

It also helps to implement policies that promote equal opportunities for career growth and advancement. This action helps to address potential biases in promotion processes.

Encourage Open Communication

Managers can solve communication misunderstandings by encouraging employees to speak freely and openly. Regular feedback channels can encourage employees to share their experiences and perspectives, thus promoting the respect and understanding of diverse backgrounds. 

Managers should provide avenues for anonymous feedback, allowing employees to express issues without fear of retaliation. In addition, it can help to host open forums where employees can voice their thoughts and concerns openly.

Promote Equal Opportunities

Career opportunities should be given equally regardless of background and culture. Employers and managers should regularly assess performance evaluation processes to ensure they are fair and free from discrimination. This way, anyone can get access to career opportunities. 

In addition, managers must ensure that all employees have equal chances at training and development opportunities, irrespective of their background. Access should allow people with diverse capabilities and backgrounds to utilize the material. For example, it should cater to blind or hard-of-hearing employees. 

Also, managers should distribute work assignments equitably, avoiding favoritism and ensuring that everyone has the chance to showcase their skills.

Employee Resource Groups (ERGs)

Finally, employers should encourage the creation of Employee Resource Groups (ERGs) that cater to various affinity groups within the organization. For example, women's groups, cultural or ethnic groups, and people of various religious groups.

It is important to ensure that the ERGs have leadership support and involvement, demonstrating the organization's commitment to diversity and inclusion. Managers can utilize ERGs for employee professional development, networking, and knowledge-sharing.

Consistent Practice Is Key

As the workplace transforms into a pool of diverse talents and backgrounds, people managers are the catalysts for change. Adopting and championing these practices shapes inclusive cultures and paves the way for organizations to thrive in an ever-evolving global landscape.

The journey toward diversity and inclusion is ongoing, and with committed leaders, it becomes a smoother road towards a workplace that celebrates the strength found in its differences.

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