Diversity is not limited to cultural aspects. It rather encompasses many other factors such as age, gender, social class, disability, religion, political beliefs, communication style, and so much more.
Diversity in the workplace aims to manage individual differences & eliminates the gap between communities. These initiatives empower organizations and companies to be competitive in the global market.
But, more than just a goal, workplace diversity is also a process for creating change. It’s an initiative that should involve ongoing and simultaneous activities in policy making, education, collaboration, and evaluation.
1. Understanding the Purpose
The subject of gender, race, sexual orientation, ethnicity, age and educational background are not subjects that are easily discussed in a work environment. Painting a clear picture, not only of the challenges but of why this is good for business, is important to the successful implementation of the diversity plan.
2. Diversity Plan
A formal project plan is needed to support the diversity strategy. The plan should have clear, measurable objectives that are integrated into the rest of the company’s strategic objectives and operations. The project plan should not underestimate the time it may take to cultivate a mindset that acknowledges that diversity is part of the overall strategy.
3. Be Open Minded
Organization should recognize an individual's experience, background & culture and the value it adds to the organization. Set an example of encouraging diversity by developing relationships with colleagues whose backgrounds differ from yours. Look for ways to incorporate diverse perspectives and talents into efforts to achieve organizational goals.
As HR leaders we play a very sensitive, strategic and balancing role to ensure diversity and inclusion at the workplace. We need to step up and train the workforce to accept & engage in inclusion for long-term success.