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Why Diversity and Inclusion in the Workplace Matters: Tips for Successful Results

RecruitAlliance - Expanding diversityResearch shows that diversity and inclusion can attract more talent, help increase a business’ bottom line, drive innovation, and create more opportunities for growth. As such, organizations are more inspired to implement these initiatives and attempt to embed D & I in the workplace culture.

Diversity breeds innovation and innovation breeds business success. It is critical to an organization’s ability to adapt to a fast changing environment. It brings about a fresh and new outlook to perspectives, experiences, culture, gender and age. Companies with a diverse workforce perform better financially. Attaining a diverse workforce includes but is not limited to employees of different age, ethnicity, class, gender, physical abilities/qualities, race, sexual orientation, as well as religious status, gender expression, educational background, geographical location, income, marital status, parental status, and work experiences. A McKinsey Analysis Report says that 15% are more likely to outperform in a gender-diverse company and 35% are more likely to outperform in an ethnically diverse company.

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  RecruitAlliance helps companies reach diversity goals. Diverse companies are better able to win top talent, improve decision making, position themselves well with their customers. Diversity and inclusion creates a global mindset and cultural fluency within companies.

Successful organizations build diversity into the fabric of their firm. It all starts with a strategy or plan, and develops to become a mentality and a cultural movement. A business with a sound D & I strategy who makes this a priority will outperform their competitors.

In order to see results from diversity initiatives, it requires companies remain steadfast in their commitment to achieving the goals. Measuring results of the program is a critical component of success. Third-party companies, like RecruitAlliance can help organizations reach their diversity objectives, without increasing their talent or diversity partnership spend.

Why do 41% of companies still say they are too busy to focus on diversity? In reality, companies who opt not to focus on D & I will lose to their competition. Here are some helpful tips:

RecruitAlliance - expand diversity across your organization

  • Make it a team effort. Get support, insight, and feedback from other leadership members. Getting commitment from them creates a way for everyone to encourage diversity throughout the company.

  • Create a committee. This could be a small group of team members or managers that collaborate to establish diversity within the workplace. This group should be diverse in employee race, gender, age, etc.

  • Use third-party companies. Today, diversity is a group effort in that organizations of all types and in every industry are trying to be more inclusive. While it might unveil some of your own shortcomings, looking to others who are succeeding can inspire new ideas for your own company and help you start on your own path to a more diverse workforce.

  • Implement an equal opportunity policy. Make sure all employees understand how it works and know everyone has the same chance to progress.

  • Rethink how you do business. Think globally, act globally, and be known for not only diversity hiring but for a having a culture of diversity.

  • Communication is critical. Diverse individuals need to know they and their differences are respected and valued.

  • Training and education. Management must ensure that all employees understand where the other is coming from in their interactions in order to avoid conflict due to cultural misunderstandings or unconscious bias.

  • Ensure transparency in hiring. This will let current staff know diversity hiring is not about quotas but added value.

  • Work on your retention. If a minority employee decides to leave, find out why and correct any misstep.

  • Be flexible. Multiculturalism means just that. Diversity employees have different needs and expectations.

  • Have an open-door policy. This will swiftly head off any issues that might arise by making your hierarchy less rigid. Listen to new ideas.

  • Collaborate. Offer plenty of collaborative-type opportunities and give autonomy wherever possible to teams or individuals.

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