A Quick Diversity and Inclusion Guide for Companies

Did you know that 85% of CEOs that make an effort to implement diversity and inclusion see increased profits? 45% of employees believe that managers have the greatest opportunity to increase diversity and inclusion.

Unfortunately, managers and higher-ranking staff have many expectations of them. They have a hard time making diversity a priority. 41% say they are too busy.

What are diversity and inclusion? Why are diversity and inclusion important? Keep reading to learn more.

What Is Diversity and Inclusion?

Diversity is about our differences. That can include age, sexual orientation, race, gender, disability, and more. Diversity is part of life and humanity.

Inclusion is a purposeful effort within an organization to make sure they welcome staff of diverse orientations. A business is inclusive when they place priority on including people with a range of backgrounds.

Why Is Diversity and Inclusion Important?

An organization that prioritizes diversity and inclusion will have a more flexible team. Diverse teams can adapt easier. As industries change and grow, so will your team.

An inclusive team of employees is more innovative. More diverse experiences among employees will give your company more ideas that appeal to your market. This gives your business a competitive advantage.

Your staff will be happier and love their jobs more if your business is inclusive. When people feel welcomed and heard, they are more comfortable sharing creative ideas. When staff members are happy, they stay at their jobs and that saves you the money you would spend on hiring and training staff.

Also, a diverse staff allows your company to connect with a wider audience. You get a larger customer base that connects with your brand.

Create a Diversity and Inclusion Strategy

The first thing you need to do to implement more diversity and inclusion in the workplace is getting the leadership to buy in. They are the most visible people in your organization. Having their support is critical.

Once the leadership is all in, make goals that are in line with company values. Analyze the current diversity of the company and use the demographics and data on your current staff to set benchmarks. Your data can also include information on promotions, hiring, and turnover.

Make sure your employees understand what diversity and inclusion mean. Let them share their ideas on how the company can be more inclusive. This can tell you a lot about how staff perceives diversity here in your company.

A diversity advocate can be beneficial to any company that is examining its diversity, inclusion, and equity status. Their skills lay in their experience and skills in creating relationships that aim to be more accountable.

Give your company time. Building and implementing a diversity and inclusion strategy does not happen overnight. If you commit to the path of building an inclusive and diverse workplace though, you will reap the rewards.

Inclusive and Diverse Workplaces Are the Future

As more importance is placed on diversity in business, and in the world as a whole, a business that makes it a priority will thrive. Talent will choose to work at companies that make an effort to include them.

Diversity applies to more than employees. Diversity and inclusion can be applied to suppliers, partners, and other associates that keep your business running.

Learn more about diversity and inclusion to have the best strategy for your company in the future by reading our blog now.

Image Attribution:
Adobe Stock royalty-free image #174847508, ‘Smiling group of ethnically diverse businessmen and businesswome’ uploaded by Flamingo Images, standard license purchased from https://stock.adobe.com/images/download/174847508