Diversity Programs In The Workplace: 7 Ways To Make It Successful
The Facts
Q&A
Diversity programs in the workplace are proposed actions, plans, and stratagems initiated to revamp the workplace culture and aim to make the space more inclusive. The ultimate goal here is to create intercultural knowledge and make employees from disadvantaged backgrounds or those discriminated against experience a sense of belonging. When employees feel more connected at work, they work harder and smarter, producing higher quality work.
Curating a Successful Diversity Program
In 2020, 54 percent of employees felt their organization did not improve diversity at the workplace. This is why there is an increased focus on creating efficient diversity programs at the workplace. Here are some elements you should inculcate in your strategy to make the diversity program at your company a success:
- Assessing the Needs
Often, it is hard to track which aspects need your immediate attention and which don’t without first conducting a thorough analysis of your current state. For instance, promoting men and women of color to senior executive positions is overlooked as there are already one or two in place.
On analyzing the biases and racism that these employees have faced and due to which they have not been promoted, you can get to the bottom of the problem and not judge the issue based on your manager's word. Of course, This is not to say that all of them deserve the higher posts, but many do because of their proficient level of output which was ignored because of discrimination. Years of discrimination not only demotivate employees but adversely affects their and their family’s mental health.
When getting started, you may want to conduct internal focus groups, research projects, or engagement surveys. This serves to incorporate employee feedback and demonstrate your commitment to inclusivity. A thorough assessment will enable you to accurately identify elements that need improvement and should be included in a program of diversity.
- Intact Diversity Framework
While on paper, diversity programs in the workplace might seem like the clear-cut solution, in practice, they are not. Your job is not over merely introducing the diversity program. You are required to ensure that the managers and the employees take it seriously.
You should be offering diversity education to all levels of staff, not just your managers. This will serve to further reinforce the importance you’re placing on diversity. Your staff will also find it an empowering experience to identify and respond to discriminatory behavior.
- Mentoring Initiatives
Research shows that mentoring initiatives for diversity programs in the workplace- particularly those that actively match participants across genders, races, and ages- can greatly impact bringing in place a diverse culture that is also inclusive and benefits all. On average, an effective mentorship program can increase the representation of black, Hispanic, and Asian-American women, and Hispanic and Asian-American men in managerial positions by 9 to 24 percent.
If your company has not yet implemented a monitoring program, it is time to do it. The mentors should not make their selection and should be assigned mentees from a central pool.
- Targeted Recruitment
The same study as cited above has also unearthed the utility of targeted recruiting programs as an effective tool for improving diversity programs in the workplace. For instance, if your business launched a diversity-focused college recruitment program this year, you would likely increase the number of women and ethnic minorities in managerial roles by almost 10 percent in just 5 years.
- Tracking the Progress
There is no way of knowing if your efforts in creating a successful diversity program in the workplace have been fulfilled or not if you do not track the progress. It is thus imperative to have clear goals in place; the company can hold the managers accountable for the lack of efficiency.
This will also encourage the decision-makers to prioritize diversity. Certain companies such as Pinterest, Slack, and Accenture make their diversity scorecards public, pointing to the importance of external accountability.
- Diversity Managers
Hiring diversity managers to further the aim of diversity programs in the workplace should be on your priority list to see the program yield successful results. A diversity manager is someone responsible for monitoring and enforcing corporate standards regarding diversity, inclusion, and tolerance.
This move will generate a sense of responsibility in employees about how many resources and efforts are being invested in making the workplace inclusive, which will further empower them to take action in line with the program.
- Timely Reassessments
The diversity program in the workplace that you have finalized today may not be applicable tomorrow and thus requires frequent modifications to synchronize it with the changing needs. It also allows you to consider future needs and shift direction, where necessary, to accommodate any changes. Assessments also allow you to adapt to new areas that have come to light.
Why Execute Diversity Programs?
- Unique Perspectives
There are increased chances of innovation and fresh ideas with diversity in place. As is supported by a study, the most diverse enterprises—in terms of migration, industry, career path, gender, education, age—were also the most innovative, as measured by their revenue mix.
Further, diverse teams are better at recognizing services that best fit a client's needs. Employees from different backgrounds, especially those who have faced greater adversities, are more proficient and solution-oriented.
- Higher Profits
While diversity yields amazing responses regarding employees’ mental health and productivity levels, it is also good for business. A study highlights that more diverse companies report 19 percent higher revenue. Additionally, businesses in the top quartile for racial, ethnic, and gender diversity have a 25 percent greater likelihood of being more profitable than the national median for their respective industry.
- Increased Productivity
Diversity programs in the workplace increase the productivity level of employees. But how? The whole concept is psychological. A diverse workplace that is also inclusive makes employees feel valued and heard. They, then, tend to look forward to going to work and performing their best because of the recognition they will get afterwards. Employees appreciate when their hard work has not gone in vain and is appreciated.
Research supports this and says that inclusive teams improve team performance by up to 30 percent in high-diversity environments.
- Great Talent
Diversity programs in the workplace attract great talent. If you do not open your recruitment process for people from diverse backgrounds, you will miss out on the great potential that is invaluable and unique. Besides the fact that diversity improves your current business, 67 percent of workers consider diversity when seeking employment.
A survey also unearthed that 72 percent of women, 89 percent of black respondents, 80 percent of Asians, and 70 percent of Latinos said workforce diversity was important to them.
- Fewer Withdrawal Rates
Believe it or not, employees value the company culture more than anything. At the same time, other factors such as the pay scale matter; they come second to how inclusive and positive the company’s environment is. Even the existing employees are less likely to leave the organization for reasons such as toxic culture when diversity is in place.
Final Thoughts
The above points highlight the steps you need to undertake to make your diversity program successful and highlight the importance of a diversity program. Not only old employees appreciate diversity, even new candidates make it their top priority to work in an organization with diversity and inclusivity.