For example, ‘neurodiversity’ is a growing area of workplace inclusion. One way to create a more inclusive work environment is to help coworkers view differences as assets rather than as potential liabilities. We may not agree with a colleague’s lifestyle choices but seeing the value they bring to the business and their skillset should be what matters in a workplace environment. To keep this list of diversity and inclusion activities and ideas best organized, we have separated them into the following categories: COVID-19 Update: Because many organizations are now operating remotely to help keep employees and customers safe, some of these diversity and inclusion activities may not be possible. Among employers, it’s used to describe alternative thinking styles including dyslexia, autism and ADHD. Don’t overuse your diverse employees and make them feel like an advertising campaign and not valued employees with the authority to interview. Appoint a diversity committee or HR individual to lead the planning. Let’s start by addressing some of the misconceptions around diversity. The Day-to-Day Experiences of Workplace Inclusion and Exclusion. Many choose to outsource the whole experience to experts who specialize in hosting workshops and customized events for inclusion promotion. Consider the statement: ‘all of our jobs are on the website, so it’s completely impartial and transparent. They are ingrained into us via society, and there is little we can do to prevent them from existing. Discover how you can change your workplace with a free trial of our off-the-shelf eLearning course 'Equality in the workplace'. It’s worth remembering that a diverse workplace does not necessarily lead to an inclusive one. Inclusion isn’t just good public relations; it benefits the company’s bottom line. For example, Deloitte Australia’s research shows that inclusive leaders have a stronger effect on women’s feelings of inclusion in male-dominated workplaces, on LGBTI (lesbian, gay, bisexual, transgender, and intersex) employees in heterosexual-dominated workplaces, and on people who solve problems with a more people-oriented approach in an outcome-dominated workplace. … You only have to consider class—and how under-represented white working-class males are at a higher education level—to appreciate the diversity within just that one demographic. A typical sentence that a recruitment firm may hear back from a client is “we had a shortlist of talent, but they all looked the same—there was no diversity.”. Rather than having leadership or HR trickle down diversity awareness programs, a designated diversity committee acts as the main organizing body for all initiatives. So when we refer to ‘talent pools’, this could apply to any definition of diversity, whether that’s by one of the nine protected characteristics protected under the UK Equality Act 2010, or by experience or background. A common misconception is to bracket white males as the majority, and everyone else as diverse. And yes, historically there is privilege that goes hand-in-hand with being white. We don’t want to admit it, but we all have unconscious biases. To that end, we’re sharing the five most insightful questions from our D&I Survey that you should consider integrating into your engagement survey — and why: Inclusion (with a BIG I) is going to look different depending on each school and student. It’s not about taking from one person (or group) and giving to another. This is a brilliant book full of tons of little things that can be done in all situations to nudge people’s thinking and actions to be inclusive. Get leadership’s buy-in to free up a day or half-day organization-wide for this event. If an individual identifies as non-binary they may simply not attend. Enjoy! However, there is a fine line to this. The short deadline for the written submission would require working through the night and, for anyone, would be an unreasonable request. . It doesn’t take ‘Wolf of Wall Street’ levels of debauchery for incentives to start excluding individuals. We use cookies to give you the best website experience possible, and by browsing our website you consent to this use. Read this article for examples on how to. With recruiting, retention, and overall workplace happiness benefits, there isn’t any reason not to. Authored by: Julie S. Nugent Alixandra Pollack Dnika J. Travis, PhD. Related Content. Together with Uptimize, we’ve produced But that does not solve the problem that you don’t really know what it looks like until you see it. You can have an organization-wide starting point followed by smaller breakout sessions that mix all departments or keep working teams together. The fact is that each team, and each organization, will be impacted differently based on their pre-existing culture and norms. Equity is just as important. A client in the creative sector asked for a review of their application process for an ‘access card’ designed to enhance inclusion for disabled people. The first step to assessing inclusivity is about looking at processes and asking ‘Who are we eliminating?’. 1. Get inspired by the diversity and inclusion activities on this list for your first movement! Implementing workplace diversity and inclusion doesn’t have to be a complicated and arduous process. Or simply ask employees how they would like to be rewarded. There are many organizations that are just getting started on their workplace diversity and inclusion journey and here at Culture Amp, we want to be able to meet you where you’re at. Inclusive Retention Strategies to Keep Your Star Players. This FREE hiring event will connect you with hiring Arizona companies! Read the following tips to learn why and how to be inclusive at work. Diversity and inclusion in the workplace does not just include people of different cultures, races, and genders. LEO GRC, formerly Eukleia, is our team specialising in Governance, Risk and Compliance (GRC) across all sectors. Too often we see businesses adopt a short-term focus on diversity in response to specific issues. In order to have a truly diverse and inclusive company culture, your whole company has to change to adapt to it. Overlooked women who experience an uneven playing field, for example, may abandon their unfulfilling career path at one organization to find another workplace that is more inclusive. In our research, we came across several excellent examples of cultures to emulate. Because many organizations are now operating remotely to help keep employees and customers safe, some of these diversity and inclusion activities may not be possible. It refers to the natural range of differences in human brain function. 3 Ways Millennials Can Advance Workplace Diversity and Inclusion Millennials are taking on more leadership roles at work. Members can consist of workers or managers from all departments, increasing perspective and representation. It’s a great book. Diverse companies are. If group members aren’t familiar with each other, extra ice breakers may be necessary. Inclusion is a basic right of everyone and its objective should be to embrace everyone regardless of race, age, gender, disability, religious and cultural beliefs and sexual orientation. Inclusion is more subtle and complex. All companies want to have a diverse workforce and be known for their inclusive environments. However, the majority of the ideas listed below can still be implemented or slightly revised to work remotely. is a wonderful way to make people aware of it, and help them move past it. However, it is difficult for a number of organizations. Or, a Diversity and Inclusion consultant. Use these ideas and make your company’s future brighter. “Diversity is being invited to the party. is another way to encourage diversity in the workplace. Facebook LinkedIn Twitter. It ultimately leads to increased productivity and employee well-being. What if the website isn’t accessible? Everyone there had a similar background, so having a degree was the norm. But a targeted inclusion strategy can go a long way to fostering long-lasting diversity and inclusion within your workplace culture. A good incentive will be personalized for the individual, yet often they can inadvertently exclude people. Dress codes can alienate, especially black-tie events where this may be enforced. Diversity and Inclusion—the hot button topic of HR practices today. Understanding the fine nuances of inclusion, equality and diversity in the modern workplace is challenging. Diversity has become a bit of a buzzword. (Originally published February 2019. We’re saying that we want everyone’s differences to be represented—whether it’s accent, region, or the ability to speak three languages. An inclusive workplace isn’t about trying to force people to change their mind on things that they inherently believe in. Benefits of Diversity and Inclusion. Here are some simple, yet effective ways to foster inclusion at work: Create opportunities where people get to know more about each other. Within the white male demographic there are huge variances in background, and therefore the diversity of opinions and experiences are huge. These are great equalizers because women are statistically less likely to. Employees who feel valued are more productive and more likely to show initiative because they feel invested in the company and their work. To reset your cookie settings, please see our privacy and cookie policy page. Solicit everyone’s feedback afterward to make improvements for next year’s diversity day. The process involved visiting five different locations within a week, with a written submission to be made on the last day. Set clear ground rules and expectations for the workshop, including end-of-day goals and how to speak respectfully to others during discussions. What we find now is that diversity has almost become a buzzword used to describe a protected characteristic, whether it’s ethnicity or gender. Inclusive, but we all have unconscious biases understanding the fine nuances inclusion... And more likely to, among other benefits GRC Academy offers a wide range of off-the-shelf elearning 'Equality! The Community, and there is little we can do their best at work workplace. 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