Steps for increased inclusion and diversity in the workplace
A recent study showed that half of the surveyed UK companies reported that they still had 'significant work' to do regarding inclusion and diversity
A report by Mckinsey & Company has found that the greater the rate of inclusion and diversity, the higher the likelihood of success. Companies with more than 30 per cent of women executives were more likely to outperform companies by 48 per cent.
So, what can businesses do to change for the better?
Ensure the representation of diverse talent
Hiring is where the inclusion starts, and corporate policies are likely to require updating. Pay gaps are still evident in 2021, and we are hoping 2022 will finally eradicate them.
All salary packages should be determined by job title and skillset alone. Race, gender, and sexual orientation should play no part. There is no place for such inequality.
"I'm proud that Credico was built on the premise of being an organisation whereby anyone can succeed no matter their race, background, or gender. We know that this is key, now more than ever," said Debbie Shaw, director of client services, Credico United Kingdom.
Additionally, "capturing candidates from different sources including community outreach programs, job fairs, and agencies will increase diversity in all companies willing to commit to guaranteeing a variety of talents".
Foster belonging through unequivocal support for multivariate diversity (especially at onboarding!)
Company values, including inclusion and diversity, should be visible: in the workplace, during the interview process, onboarding, social media, websites, and ongoing training. Credico ensures that its management continually demonstrates the commitment to inclusion through consistent behaviours. It is vital to communicate diversity and inclusion policies when onboarding new team members, and ensure they take action if they experience or see discrimination and clearly articulate the workplace's zero-tolerance stance.
Strengthen leadership accountability and capabilities for inclusion and diversity
Leaders are usually at the forefront of all social change within organisations and must lead by example and educate their subordinates and team members. Managers must commit to best practices and promote the organisation's core values during business hours and outside of work.
Managers are huge critical people of influence within organisations and need to know to inspire diversity and inclusion to be celebrated within the workplace.
Enable equality of opportunity through fairness and transparency
SME's should offer regular opportunities for employees to give feedback on their experiences as not all parties will be confident enough to speak about ongoing discrimination in the workplace. These spaces are of the utmost importance and should be created with employees' psychological safety in mind.
Promote openness and tackle micro-aggressions - and EDUCATE on what is acceptable and what is not
All organisations should have a zero-tolerance policy against discrimination in all forms, even micro-aggressions. It is the company's responsibility to educate all members of the organisation on what is not acceptable from the very beginning and make the policies in place apparent to all employees.