Diversity has become something of a buzzword. Organizations that see diversity as just a trend miss the real value of being truly diverse and inclusive.
What does diversity and inclusion mean?
Diversity means having different perspectives on a team. It includes race and social justice, but these are just parts of a bigger discussion.
The term covers many experiences. These experiences include gender, sex, socioeconomic background, upbringing, religion, education, and sexual orientation.
4 prevalent forms of diversity
The United Nations recognizes more than thirty traits that show diversity. However, there are actually many more. Some traits are visible, while others are not.
- Internal diversity refers to any trait or characteristic that a person possesses from birth. This includes sex, race, ethnicity, gender, sexual orientation, nationality, and physical ability. Many of these traits protect characteristics.
- External diversity includes any attribute, experience, or circumstance that helps define a person’s identity. However, a person does not born with these things. .
- Organizational diversity means differences in job roles, work experience, seniority, department, or management level. Sometimes, whole departments or levels in a company can be similar.
- Worldview diversity includes many beliefs, political views, cultures, and travel experiences. Our worldview shapes our perspectives.
What does diversity in the workplace mean?
Diversity in the workplace means more than just having people from different races. Building a team that embodies ethnic diversity is crucial for any organization.
However, focusing on just one aspect can feel fake. This approach may also isolate members of that community. When people view diversity only as a visible trait, they find misleading.
Truly diverse and inclusive leaders and organizations do more than just include people who “look like” underrepresented groups. They also recognize and value differences that are not visible.
Diversity in the workplace means having a team with different backgrounds and national origins. It includes gender, socioeconomic status, and cultural differences. It also means that the organization creates a sense of belonging.
Instances of Workplace Diversity
Many examples of diversity in the workplace exist, as well as examples of its absence. Homogeneity can look different to different people. People often unconsciously think of diversity in just one or two ways.
Here are some examples of the different types of diversity:
- Cross-functional representation: The first level of diversity we often overlook is cross-functional representation. If you look around and only see engineers, that is a problem.
- Racial and gender diversity: The team must create a product for a national market. This is hard to achieve without gender and racial diversity.
- Socioeconomic status: In many jobs, people earn similar incomes and have similar financial security. This can cause them to lose perspective on value.
- Educational background: Do all people come from one or two schools? Has anyone moved up through a community college or other paths?
- Work experience: This is especially a problem in large companies with strict career paths.
- Location/background: Did they all grow up in similar places even though they come from different parts of the world? Different groups from various areas matter.
What makes diversity so crucial?
The data show that diversity is good for business. However, the truth is a bit more complex. Diversity benefits a business when it truly values and uses it in its leadership and workforce. Why is this important?
When managers and leaders encourage different viewpoints, they can build on them. They include all ideas from their teams. This leads to better ideas and questions about assumptions.
10 benefits of diversity in the workplace
Diversity benefits organizations at all levels. Beyond the moral imperative or a sense of fairness, the business case for investing in diversity is clear.
A few more ways that diversity benefits the workplace:
1. Decreased groupthink at work
Groupthink, first noted in 1971, happens when people avoid showing disagreement or doubt to keep peace in a group. The bigger and more homogeneous the group, the less probable it is for individuals to voice opposition.
A varied team provides a wider range of skills and experiences. It also brings different ways of thinking, behaving, and communicating.
2. Increased creativity and innovation
A diverse workforce includes people with different backgrounds, experiences, and ways of thinking. This variety helps spark creativity and leads to new solutions. Teams with diverse members are more likely to come up with fresh ideas and find unique ways to solve problems.
3. Broader range of skills and knowledge
Employees from different backgrounds often have many skills, knowledge, and expertise. This variety of talents helps organizations access a wider range of abilities. It improves their ability to adapt, learn, and succeed in various areas.
4. Improved decision-making
Teams made up of different people improve decision-making. Including diverse viewpoints helps examine issues more thoroughly. It also allows for considering various perspectives. This leads to better decisions and lowers the chances of groupthink.
5. Enhanced problem-solving
Diverse teams can solve complex problems well. Different backgrounds and experiences provide new ways to approach issues. This leads to stronger and better solutions. Diverse viewpoints challenge our assumptions and promote critical thinking.
6. Expanded market reach
A diverse workforce can better understand and serve different customers. When employees represent the diversity of customers, they can share insights about cultural preferences and needs. This leads to better products, services, and customer experiences.
7. Increased employee engagement and retention
Inclusive workplaces that value diversity help create a sense of belonging. They make employees feel respected and valued for their unique contributions. This inclusivity improves employee morale, satisfaction, and engagement. As a result, it increases retention rates and lowers turnover.
The Glassdoor Diversity and Inclusion Study found that 76% of job seekers value diversity in job offers. This means that many people consider diversity an important factor when choosing a job.
8. Enhanced employer brand reputation
LinkedIn's Global Recruiting Trends 2018 report shows that 78% of companies value diversity for their brand. Companies that prioritize diversity and inclusion create a strong reputation. This makes them more appealing to job seekers who want inclusive workplaces. Customers also prefer companies that actively promote diversity and equality.
9. Global perspective and cultural competence
Diverse workplaces expose employees to different cultures, languages, and customs. This helps build cultural competence. It also expands their understanding of global markets. As a result, collaboration becomes easier in our connected world.
10. Improved financial performance
A large study of European companies found that those with more women in senior roles perform better financially. This is especially true in high-tech and other fields where critical thinking, creativity, and knowledge are important.
7 ways to promote diversity and inclusion
Changing the culture of a workplace is difficult but rewarding. Many people avoid it because they don’t know where to start.
They may also worry about doing it right. If a company has tried and failed with a diversity program, they might think these efforts don’t work. They may feel the benefits are not worth the effort.
1. Hiring practices
Make sure to include diversity in your hiring and recruiting practices. Look for talent from all backgrounds. Avoid putting unnecessary barriers in the hiring process. Don't require advanced degrees, costly certifications, or experience with specific companies.
Reaffirm your organization's commitment to inclusive hiring in the job description. This includes all backgrounds and disabilities.
2. Employee groups
Your employees are whole people, and they bring their entire selves to work every day. No way exists to separate work you and home you.
Making places for employees to connect with others who share similar backgrounds, ethnicities, or interests is important. It helps them feel included at work.
3. Inclusive leadership
Leaders influence their organizations in many ways. Inclusive leadership teams make better decisions. They also remind everyone in the company of the values the organization stands for. Many people from underrepresented backgrounds worry about advancing in their careers due to the glass ceiling.
4. Transparency
Don't try to build diversity alone. Be open about your efforts and ask your teams for help. One person cannot see or fix everything alone.
Think about having regular meetings and feedback sessions. This way, your team can share what they see and what needs improvement.
5. Allyship
Social justice issues are important, and organizations must speak up about their views. No quicker way exists to lose trust than by making a statement that does not match daily experiences. Take a clear stand against racism, discrimination, sexism, prejudice, and harassment.
6. Be vulnerable
A diverse workforce brings different ideas. Encourage everyone to share their thoughts, especially those who haven't spoken up.
When a conversation is too similar, it can lead to groupthink. This makes it harder for people to express differing opinions.
7. Do the research
Share the benefits of diversity with your team. Research shows that a diverse workplace has many advantages. Employees are happier and healthier when they feel respected and valued. They also stay longer and produce more.
Fostering diversity long term
Diversity is not just a topic for some people. Everyone has something that makes them unique. It could be a different upbringing, education, or way of thinking. Each of us brings our own strengths.
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