DIVERSITY AND INCLUSION
Diversity and Inclusion
The society for human resource management defines diversity as “the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors”
“Diversity and inclusion in the workplace (D&I) is a term you’ve probably heard several times by now. The concept has continued to gain traction in the corporate world as its benefits have become increasingly clear.
SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organizations success.
Josh Bersin, leading industry analyst and researcher, calls diversity and inclusion one of the hottest topics of these few years. He has said that it is “not an HR program, but a business strategy. It is true that the “needle is driven by HR”; however, it is not enough for it to be solely an HR program.
Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.
– Josh Bersin
What is diversity in the workplace?
Workplace diversity is understanding, accepting, and valuing differences between people including those:
• of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations
• with differences in education, personalities, skill sets, experiences, and knowledge bases
Interestingly, according to the report by deloitte.it is revealed that diversity is perceived differently by generations. Millennials view workplace diversity as the combining of different backgrounds, experiences, and perspectives, and they believe taking advantage of these differences is what leads to innovation.
Gen Xers and Boomers, on the other hand, view workplace diversity as equal and fair representation regardless of demographics without necessarily considering diversity’s relationship with business results
What is inclusion?
Inclusion in the workplace is a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees. As a matter of fact, true inclusion removes all barriers, discrimination, and intolerance. When applied properly in the workplace, it is natural for everyone to feel included and supported.
What is diversity and inclusion?
Diversity and inclusion are a company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. Companies that create diverse and inclusive work environments are more adaptable, creative, and become magnets that attract top talent.
• fair treatment
• equal access to opportunity
• teamwork and collaboration
• a focus on innovation and creativity
• organizational flexibility, responsiveness, and agility
• conflict resolution processes that are collaborative
• evidence of leadership’s commitment to diversity (e.g., appointing a Chief Diversity / Equality Officer)
• representation of diversity at all levels of the organization
• representation of diversity among internal and external stakeholders
• diversity education and training
The interesting thing to note is that employees perceive their company as diverse and inclusive based on practices that aren’t even directly related to diversity such as a focus on innovation and creativity.
Instead, these best practices are ones that are desired by everyone in the workplace.
Diversity and inclusion strategies:
• Creating a focus and strategy at the CEO/COO/CHRO level
• Assigning a top executive, the responsibility for leading and sponsoring the diversity and inclusion program
• Creating behavioral standards and holding leaders accountable for results
• Training people at all levels on topics like unconscious bias
• Integrating diversity and inclusion strategies in recruitment, performance management, leadership assessment, and training
• Creating employee networks (, employee resource groups, community outreach groups)
• Holding your company accountable to compete and win in external award programs
• Accepting and honoring multiple religious and cultural practices
• Strengthening anti-discriminatory policies
• Reporting goals and measuring progress
• Creating an externally visible scorecard to measure progress including metrics for recruiting, promotion rates, compensation levels, turnover, participation in ERGs, and supplier diversity
Diversity and Inclusion is a top-to-bottom business strategy – not just an HR program.
– Josh Bersin
BENEFITS
There are a myriad of benefits to building a diverse and inclusive workforce at every level of the company, not least of which is the need to address a looming retirement crisis by pulling in talent from historically under -tapped demographics. Paul Block, the CEO of mersant who told them “People with different lifestyles and different backgrounds challenge each other more. Diversity creates dissent, and you need that. Without it, you are not going to get any deep inquiry or breakthroughs”. The dynamic created by dissent prevents organizations from becoming too insular and out of touch with their increasingly heterogeneous customer base and as a result, working teams are able to come up with a wider range of solutions to business problems.
Further an inclusive workplace that understand the need of their employees, making them feel valued and respected has a significant and positive impact on employee retention. Perhaps most importantly, research suggests companies that openly articulates values of inclusion and have a diverse workforce tend to appeal to a wider customer and supplier base.
Diversity and inclusion will continue to dominate the discussion in boardrooms and HR divisions across the globe as the makeup of the workforce changes significantly. In order for the business and the hr. leaders to maintain talent continuity and broaden their appeal in various market segments, they must develop a clearer understanding of diversity and inclusion and how these concepts fit together. The benefits of building a workforce of diverse people who are empowered to positively contribute to a company’s success are numerous-from better financial performance and more innovative problem-solving to easier employee retention and greater appeal to customer.
Continually build pipelines of diverse talent: Companies should make a point to engage with diverse talent on an ongoing basis along with before the need arises to pull new people into the organization. By proactively getting to know people of varying backgrounds, business and HR leaders will be prepared to hire adverse talent with speed and confidence.
BE flexible and lead by example: It is not enough to simply but a policy in place-employees must understand and believe that taking advantage of flexible work arrangements will not reflect on them negatively.
Our ability to reach unity in diversity will be the beauty and the test of our civilization.
Fathima Shamsudheen
HR Manager
AirCrew Aviation Pvt Ltd
Fathima.aircrews@gmail.com
www.linkedin.com/in/fathima-shamsudheen-5275171b8
www.portrait-business-woman.com/2020/10/Fathima-shamsudheen-hr-manager-aircrews.html
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