Workplace diversity outlines the representation of different racial and ethnic groups in your team and working environment. Along with including visible traits of different segments, the diverse and inclusive leaders also pay heed to the invisible traits; neurodiversity, education, immigration status, and socioeconomic background. Today, we’ll discuss diversity changes in the workplace; how to implement workplace diversity inclusion; advantages, and disadvantages, and strategies and tools for managing it.
In short, workplace diversity comprises of including people from different origins and backgrounds in your team and workforce. They could be different racial, ethnic, cultural, socioeconomic, and gender backgrounds. They promote the culture and environment of a sense of belonging and it makes them feel that they’re part of the team.
Research Study & Statistical facts & figures about Workplace Diversity
- 37% of the baby boomers, 33% of the Gen X, and 47% of the millennials look for workplace diversity inclusion
- 57% of the employees and team members want diversity in their organization
- Cultural and ethnic diverse workplaces tend to be 43% more profitable, McKinsey Research study
- Highly inclusive and diverse workplaces generate 2.3 times more cash flow
Types of Workplace Diversity
- Worldview diversity – travel and cultural experience, beliefs, political affiliation,
- Organization diversity – management levels, seniority, departments, work experiences, and job functions
- External diversity – local, appearance, religion, socio-economic, education, and marital status
- Internal diversity – physical abilities, race, gender, nationality, and ethnicity
Examples of Workplace Diversity Inclusion
- Background and location
- Work and professional experience
- Educational background
- Socio-economic status
- Gender and racial diversity
- Cross-functional diversity
How to Implement Diversity Changes in the Workplace
Some of the main steps on how to implement diversity changes in the workplace or workplace diversity inclusion are as follows;
Recruitment Process & Strategic Approach
Companies should make sure that their recruitment process is diverse and that they are hiring talented people from different backgrounds. It is significant to mention it in the job description by showing their commitment, regardless of their disability and background. While conducting interviews, the panel of interviewers should be diverse along with the interviewing candidates. They should remove barriers in the hiring process like following;
- Experience in specific types of industries and firms
- Expensive certification programs
- Advanced degree program
The employees and workers are individual people with personal lives and issues, and you can’t make them separate their homes and work. You should give them sufficient time and space to connect with other people from different ethnic and cultural backgrounds who share similar interests that you do. It won’t make them feel alone in the workplace.
Leadership guides and directs the company; inclusive leadership has the capability to make better decisions. It is a great reminder to the employees and team members about the embedded values of the company. However, many people from underrepresented backgrounds are cautious about their career growth. When they see a person of their background at the top, it boosts their morale and confidence level.
Openness & Transparency
Companies should be open and transparent about their efforts and activities and freely ask for help if needed. They need to conduct regular meetings and get their feedback and how you could improve things. You can have a discussion in a neutral environment and space, where they can freely and openly share their concerns.
Clarify Your Position & Standing
The best strategic approach to earning the trust and confidence of people is that companies should clarify their position and standing. They should take a stand against harassment, bias, prejudices, discrimination, and racism. It is not just the concerns of the particular segments of the people, rather it is the human rights issue.
Advantages of Diversity Changes in the Workplace
Some of the main benefits and advantages of diversity changes in the workplace diversity are as follows;
A diverse workplace would rightly and accurately reflect the needs and wishes of the larger customer market and various segments of the demographic. It not only amplifies the customer market reach, but it also helps the company to gain a competitive edge.
Better Problem Solving
Diverse team members have the capability to resolve various complicated tasks. It is because they have multiple experiences and different backgrounds, and it allows them to have a better analysis of the situation and make better decisions. It results in the form of the following;
- Capability to keep up with the evolving market
- Better customer service
- Efficient operations
Establishing a diverse working environment helps businesses and companies avoid potential discrimination lawsuits and other legal compliance risk factors. The diverse workplace won’t face any type of legal issues while exhibiting its commitment to equity and fairness.
Lower Turnover Rate
The diverse working environment is inclusive and it makes people stay. A lower turnover rate shows stability, and operational efficiency, and saves a lot of time and capital resources for the company. It appreciates and values its employees to make sure that they effectively performing their roles.
Workplace diversity helps businesses and companies to establish an environment of inclusiveness. It allows companies to differentiate themselves as a socially responsible organization.
Disadvantages of Diversity Changes in the Workplace
Some of the main challenges and disadvantages of diversity changes in workplace diversity inclusion are as follows;
- Difficult to manage workplace diversity due to the different values, beliefs, and backgrounds while promoting inclusiveness and fighting discrimination
- Challenging for managers to deal with losses and improve productivity
- Legal actions against the company due to the prejudices and discrimination in the working environment from the supervisors and managers
- Negative mindset, behavior, and attitude are the main barriers that jeopardize workplace productivity and damage the morale and confidence level of employees
Strategies and Tools for Managing Diversity Changes in the Workplace
Some of the main strategies and tools for managing diversity changes in the workplace or workplace diversity inclusion are as follows;
- Managers should beware of the prejudices and discrimination and their results
- Acknowledge their personal and cultural biases and prejudices
- Everyone is unique and different and doesn’t represent the entire group
- Management should adopt the necessary changes to the company
- Companies need to know the strategies to deal with diversity in the working environment
Conclusion: Diversity Changes in the Workplace |Workplace Diversity Inclusion
After an in-depth study of the diversity changes in the workplace; we have realized that workplace diversity inclusion plays a key role in growth and profitability. If you are learning about workplace diversity inclusion; then you should keep in mind the abovementioned strategies and tools for managing diversity, the advantages and disadvantages of diversity changes; and how to implement it in the workplace.
Ahsan is an accomplished researcher and has a deep insight in worldly life affairs. He goes Live 3 days a week on various social media platforms. Other than research writing, he’s a very interesting person.