What do Lenovo, Johnson & Johnson, and Mastercard have in common? They are among the most diverse and inclusive organizations in the world. Together, they generate more than $165 billion in revenue annually.
These organizations take home such a large piece of the pie because, at their core, they value what each individual brings to the table and are committed to giving everyone a fair chance, regardless of their background. They understand diversity initiatives can help build an inclusive workforce, which translates into a sense of belonging and higher employee engagement.
Diversity and inclusion are more than HR buzzwords. They’re at the heart of every thriving organization. In fact, organizations that focus on diversity and inclusion perform 50% better than homogenous teams.
With so much to gain by implementing diversity and initiatives, getting started can feel overwhelming. Luckily, we have just the guide for you to help map out a successful transformation into a diverse and inclusive work environment.
Defining Diversity and Inclusion in the Modern Workplace
Diversity and inclusion are constantly evolving terms that carry a deeper meaning than they did 20 years ago. Those who lived through those times remember debates about affirmative action, ethnic diversity, and quotas. It’s impossible to think of diversity efforts as black and white.
We have a much better understanding of what diversity means today—a spectrum of differences that highlights what makes us unique. These differences include age, gender, religion, physical and cognitive disabilities, socioeconomic background, ethnicity, sexual orientation, and gender identity.
Moreover, inclusion has evolved beyond simple checkboxes and numbers to encompass a more precise definition. Inclusion means valuing the novel differences between individuals and creating a workplace environment that celebrates and empowers everyone to contribute in meaningful ways.
By crafting a diverse and inclusive culture, you create a business ripe with innovation, resilience, and adaptability. These organizations hold a competitive edge and generate larger profits than those that don’t prioritize DEI.
The Strategic Value of Diversity and Inclusion Initiatives
According to a 2023 PEW research study, 56% of American employees think DEI initiatives are good for company culture. Notably, this same study found that 68% of those under 30 value diversity and inclusion, showing a rise in the need for businesses to adapt to a workforce that places greater emphasis on those DEI efforts.
Businesses can take advantage of the benefits that come from having a robust DEI strategy, including:
- Better brand perception in the community. Brands like Apple leverage this perception to reach a global audience, making them iconic everywhere they have operations.
- Inclusive hiring practices attract diverse talent, allowing businesses to find more skilled employees. Hiring managers can leverage underrepresented groups to find a more qualified workforce that brings innovations, product ideas, and improvements.
- Inclusive workplace cultures encourage team members to share ideas, no matter how unconventional. These ideas inspire creative problem-solving and strong group collaboration.
- Teams with cultural awareness and an understanding of unconscious biases communicate more effectively. Stronger communication reduces friction and conflict, allowing teams to complete projects on time and with higher quality.
Tech companies like Google and global distribution giants like Amazon leverage diversity and inclusion initiatives to generate a competitive advantage over market adversaries. Plus, organizations that value DEI typically have lower turnover rates and higher levels of employee satisfaction.
Key Components of Effective Diversity and Inclusion Initiatives
Understanding the benefits of diversity and incision initiatives can help your organization solidify the need for change and obtain stakeholder buy-in. However, it’s just the beginning of crafting a culture shift. Ensuring each initiative has these key considerations can pave the way for lasting change.
- Assess areas of opportunity – Perform a holistic analysis of your organization to find the areas that need the most improvement. For instance, a homogenous recruitment pipeline can benefit from an overhaul that could include job description rewrites, new technology, or unconscious bias training.
- Invest in organizational training – An organizational training program creates awareness but also sets the standard of zero-tolerance for discrimination in the workplace.
- Involvement of inclusive leaders – Leaders are the heart and soul of workplace culture, meaning inclusive leaders have the biggest impact on an initiative’s success. Enroll leaders from the entire organization to take part in events, training exercises, and activities.
- Clearly define goals and KPIs – WIthout a designated destination, it’s impossible to gauge progress. Settle on the most valuable metrics and KPIs to track and incorporate SMART goal-setting strategies to ensure the viability of each new initiative.
- Review, reevaluate, and re-engage – Don’t get discouraged if you miss the mark. There are plenty of learning opportunities in every failure, giving you the chance to examine your inclusion strategy, make adjustments, and re-engage with conviction.
Not every initiative will require each of these components, and some will require others not to be included on this list. Regardless, this framework sets the stage for what a successful DEI endeavor can be.
Overcoming Common Challenges in Diversity and Inclusion
We mentioned that 56% of employees feel that DEI is good for workplace culture, but what about the other 44%?
So, how do you overcome the challenges that 44% poses? Using a few of these methods can help take the wind out of a hater’s sails:
- Be transparent about what the initiatives are and why you plan to implement changes.
- Focus on the team and work to eliminate the “us vs. them” mentality.
- Address criticism and resistance with grace and tact. Provide support, active listening, and clarification, but avoid dismissing feedback altogether.
- Celebrate big and small wins with the entire team—even the detractors. The goal is to make everyone feel included.
- Settle in for the long haul and remind your team that DEI work is always ongoing.
You can reward champions of DEI with recognition and continued career development through certified diversity coach programs provided by Coach Diversity Institute. These courses help give diversity coaches the tools and techniques needed to facilitate initiatives in your organization while dismantling discrimination, bias, and microaggressions wherever they arise.
Measuring Success: Metrics and Accountability
The importance of measuring your results and holding others accountable is so high that we had to mention it again, just for added effect. Specific metrics can provide a mountain of insight into how effective initiates are, meaning you shouldn’t skip tracking and monitoring.
For example, let’s say introduce new hiring practices that include blind resume screening. Without comparing how diverse your workforce was before the change to the results after, you could never know how big of a difference blind resume screening makes.
Alternatively, a growing turnover rate could be a symptom of a leader who lacks cultural sensitivity or inclusion skills. Getting to the root cause before that leader hemorrhages your current employees can save retention rates and improve employee satisfaction.
The Future of Diversity and Inclusion Initiatives
Diversity and inclusion aren’t going anywhere, and more businesses are turning to DEI initiatives to meet the growing demands of the workforce and consumers. Indeed, as companies continue to expand into global markets, cultural awareness and diverse teams have become increasingly important.
Fueled by the pandemic, an economic shift toward remote work, and a growing need for multifaceted talent, businesses will depend on employees with more intersectionality to fill in the gaps. These individuals bring unique backgrounds and employee experiences that make them invaluable assets to competitive organizations.
Likewise, evolving digital landscapes are creating a shortage of skilled talent, meaning businesses need to stay adaptable and forward-thinking to source the best people. However, without diversity and inclusion efforts, that adaptability will be meaningless.
Transform Your Workplace with Coach Diversity Institute
The internet, global supply chains, evolving workforce wants and needs, and the competitive nature of modern business are driving stakeholders to look for new ways to maintain their edge. Diversity, equity and inclusion are powerful tools available to these leaders, who are turning to initiatives to unlock the best from their teams.
Diversity and inclusion initiatives can be as simple as changing the pronouns in an email signature or as transformational as installing accessibility ramps around the office. Regardless of the changes, the act of acknowledging, respecting, and changing for the better inspires stronger workplace diversity. The most significant gains come from inclusive leaders who model foundational change and encourage others to alter their misconceptions. There is no better way to alter those viewpoints than through robust education from Coach Diversity Institute. Coach Diversity Institute’s comprehensive programs empower senior leaders and executive teams with the skills and know-how to champion DEI initiatives and foster more inclusive and innovative organizations.