FORGE BLOG

Managing Diversity in the Workforce

January 24, 2022

Diversity has evolved into a necessary component of any organization seeking to create happier, more creative, and more effective workplaces.

Indeed, diversity is a criterion by which job searchers evaluate prospective employers. According to a survey conducted by Glassdoor, 67% of active and passive job hunters consider diversity when evaluating job offers and businesses.

Diversifying the workplace is a challenge for everyone, but particularly for managers and business owners. We are all still working things out, and this will be an ongoing process. According to Gallup, 45% of respondents reported encountering workplace discrimination and/or harassment. Clearly, we face a difficult task ahead of us.

We discuss some techniques for managing diversity in the workplace below.

   4  Tactics for managing Diversity in the workplace

If you're in charge of an organization or team, you'll want to ensure that you have an effective diversity program in place. Several strategies for managing diversity and inclusion include the following:

  1. Get your Leaders on Board

As with any program, boosting diversity is much simpler when leadership is on board. Ascertain that your company's executives completely support your diversity efforts. This increases the likelihood that other members of the organization will accept diversity as well. Leadership establishes the tone for the remainder of the organization.

Additionally, leaders are important to your success. With the support of leadership, obtaining the budget, time, and other resources you require will be easier. Ensuring that you have the authority to pursue diversity inside the organization is crucial. It must be codified in the company's policy in order for diversity efforts to continue even when key personnel leave.

How quickly you can convince leadership to embrace diversity is contingent on their existing position. At best, your leaders have taken the initiative to promote diversity. In this instance, you will not need to persuade them. If not all members of the executive team agree on the importance of diversity, you'll need to employ unique techniques to garner their support. In either case, take the appropriate actions to guarantee that diversity continues to be a core business value, even if leadership changes.

2. Maximize Diversity in Recruitment

Conduct a review and redesign of your recruitment process to ensure it attracts a more diverse pool of applications and recruits.

There are numerous factors to consider during the recruitment process. Here are a few examples:

  • The job description itself;
  • How you promote and publish the job posting;
  • Strategies to include employees in order to attract more diverse applications;
  • How and where you conduct interviews; and
  • How you ensure that candidates are evaluated objectively.

Managing diversity in recruitment is a fast-growing area of interest in the human resources industry. You'll discover a wealth of reference books, courses, and subject matter experts to assist you in this field.

3. Enforce Policies That Benefit Diverse Groups in the Workplace

Following that, it's time to review all of your workplace policies to determine whether they encourage various employee groups. For instance, offering benefits such as flexible work schedules and on-site child care increases your organization's appeal to employees with a range of interests and demands. The absence of such perks disadvantages workers with small children. Consider access to advantages such as health care as well. Does it disadvantage specific groups?

Apart from the obvious benefits, consider how you accomplish tasks at work in additional ways. This may entail auditing employee forms and the manner in which communication occurs. Examine your physical workspace for ways in which the environment may be biased to particular groups of people.

Every aspect of your business has the potential to exclude certain individuals. As a result, you must scrutinize every square inch of your workplace—literally and metaphorically.

4. Identify and Overcome Implicit Biases

As previously stated, the majority of people have unconscious bias. As the term implies, unconscious or implicit bias is an unconscious prejudice towards specific categories of people. Nonetheless, unconscious bias continues to influence your behaviour and decision-making.

Unconscious biases are formed when your mind makes associations regarding a particular gender, race, age group, or other classification. These associations and prejudices may be formed as a result of a single, isolated occurrence, childhood memories, or simply something you overheard someone else say in passing. Perhaps you will never know. However, their effects endure.

Your role as a diversity manager is to assist individuals in identifying and acknowledging their unconscious biases in order to work toward eliminating them. This can be included in workplace diversity training.

These tactics for navigating workplace diversity make the job simpler. However, keep in mind that this is a continuous activity that requires the cooperation of everyone in the firm.

Given that you're reading this, you may be in charge of implementing measures to enhance workplace diversity and inclusiveness. As you may have surmised from this article, increasing diversity is a collective responsibility shared by all members of the organization.

Diversification is intricate and subtle. It is a continuous effort that requires the leadership's support and commitment, as well as the collaboration of staff members. While this is a large task, the rewards greatly outweigh the hardships.

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