Diversity and inclusion are hot topics across the human resources industry and have been for a number of years. However, even though the ability to be diverse and inclusive is within reach for all businesses, organisations typically don’t know how to take their D&I strategies to the next level, communicate what they are doing to the wider business, or measure the outcomes to ensure that what they are doing has been successful. So, how can businesses effectively set-up and run diversity and inclusion programmes that evoke positive company-wide initiatives?What is the difference between diversity and inclusion?Before exploring the challenges that organisations can face around inclusion, we believe it’s important to take a step back and begin with the fundamentals. When it comes to D&I, what does diversity actually mean? And then on to inclusion; what is the truest definition? How is it related to diversity – but also fundamentally different?Diversity, put simply, is about the range of individual and group differences that occupy organisational cultures. It isn’t uncommon for discussions on these topics to quickly move to debates and actions around gender or ethnicity. However, they are not the only factors that should be considered. Inclusion is also a huge element of success in this area as if organisations don’t respect, value, and leverage their diverse team members then it is unlikely that they will be happy and thrive within an organisation. Furthermore, businesses should align organisational diversity with cultures of inclusion so that businesses see positive outcomes. Here at Michael Page, we recently carried out research in partnership with VERCIDA Consulting and discovered how to boost inclusion in your business. Here are the broken down elements of diversity and inclusion.Inherent diversity – Includes factors such as gender, ethnicity, culture, sexual orientation, and ageAcquired diversity – Includes factors such as political beliefs, education, global experience, and language skillsOne of the big four accounting firms, Deloitte, has identified inclusion as four related yet distinctive elements of workplace culture:Fairness and respect: Diverse employees work in a non-discriminatory work cultureValued and belonging: Diverse employees feel valued and a sense of connection to the whole groupSafe and open: Diverse employees are able to speak up without fear of retaliationEmpowering and growing: Enabling diverse employees to do ones best at workThe effects that a lack of diversity can have on a workforceTeams that are made up of individuals who look, sound, and think the same are more likely to suffer from ‘groupthink’, which reduces a business ability to tap into the changing desires and needs of their diverse customer and client bases. ‘Groupthink’ also restricts cross-cultural insights that are needed when developing products and services within the competitive market of today.According to research carried out by Cloverpop, diverse teams of people are better at a number of things that will help to drive your business forward. Some of these include:Identifying new and better choices that were not previously considered, which will result in a better decision.People from contrasting backgrounds and with different work and educational experience will be able to bring different perspectives and information to a business. This will help to reduce cognitive biases and improve accountability.As the diversity of any team increases, the breadth of knowledge and experience will expand as well. This is why it is crucial to create and develop a diverse environment that will attract diverse professionals. Furthermore, developing a diverse culture and teaming that with an inclusive environment will give your business the best chance to increase retention rates and have loyal and enthusiastic employees working for you. How to create a diverse environment Develop and refine a comprehensive recruitment strategy that enables you to easily recruit people to your team. Any slowing down of processes will hinder your chances of hiring diverse top talent to your organisation.Create a culture where people feel valued and respected. This will encourage them to remain with your business, as well as encouraging other people from diverse backgrounds to join you. Hire for diversity, but also promote inclusivity. If people from diverse backgrounds don’t feel able to be themselves or feel like outsiders in the business, then it is unlikely they will stay for long. An inclusive working environment is crucial to business success and employee happiness.Our specialist consultants are able to help with a wide range of recruitment challenges. Why not get in touch today to discuss yours? Alternatively, submit a job spec and we can provide you with a shortlist of diverse top talent available in today’s market.Human resourcesLinksAbout usTestimonialsSalary comparison toolJobs in ScotlandBrowse for jobsInsight and adviceLinksExhausted but still working harder faster?Supporting your employees: mental health and wellbeingReverse mentoring schemes: why they’re important and how to set up your ownRecruiting for empathy: key lessons from Belinda Parmar OBEPeople analytics in HR: getting the best out of your peopleHow to prepare your workforce to work alongside artificial intelligenceUsing people analytics to steer business decisionsMental health awareness: managing financial wellbeingHow can SMEs, import and export trade practitioners survive a post-Brexit reces…How might GDPR affect different business functions?Using people analytics to create a more effective workforceArtificial intelligence: candidate assessment processes of the futureEmbracing AI in human resources: where do I start?Can blind recruitment combat bias?The Apprenticeship Levy and its effect on an organisation’s wider talent agendaMental Health: time to change our attitudesHow the CIPD can add real valueThe Senior Managers Regime – the HR viewBeyond unconscious biasEmbracing learning to be better recruitersThe Journey: from a Human Resources Director to an Interim HR ProfessionalThe ever changing world of employment lawHow can performance development drive success every day?Five signs a candidate is a top reward managerYour interviewKnowing your pensionsHow important is a degree for your HR careerWhy HR CVs need to talk numbersReferencesMaking redundancies fairCIPD qualifications: essential or desirable?
