Four methods to assume personal responsibility for workplace diversity
Today, most organizations comprehend why they should encourage diversity and inclusion, and they have a comprehensive plan to achieve this.
However, this doesn't imply that we should not take personal responsibility for creating more inclusive workplaces. In the end, our behaviors, attitudes, and mindsets influence the lives of others and shape both our workplace and society.
What can we do to advance diversity and inclusion in the workplace?
1. Small actions can have a significant impact
It can be challenging to prioritize diversity and inclusion during a hectic workday with impending deadlines and pressing concerns. However, the more work you put into being inclusive in your daily acts, the more it will become second nature.
Although inclusive behaviors can appear insignificant and irrelevant, they can significantly influence how we relate to one another. For example, engage in conversations with individuals outside of your regular work clique and establish genuine ties. Recognize your prejudices and reconsider stereotypes. Be an ally to cultures that differ from your own, and learn to confront discriminatory language - from yourself and others. Respect all organization members, from the newest recruit to the most senior leader. Finally, try to ensure that your actions and emotions are thoughtful, conscientious, considerate, and courteous.
2. Understand WHY, WHAT, and HOW
Do you understand WHY diversity and inclusion are so crucial? Are you aware of your organization's diversity and inclusion agenda and HOW it intends to achieve its diversity objectives?
Each of us is responsible for acquiring as much knowledge as we can. There is a wealth of statistics on the commercial benefits of diversity and inclusion, such as the finding that organizations with more diverse management teams generate 19 percent higher revenues due to innovation.
One should also take the time to familiarize oneself with your organization's diversity goals, comprehend their relationship to overall business objectives, and align yourself with this vision. For instance, Woods Kovalova Group decided four years ago to assist our clients with EY's National Equality Standard (NES). The path has been arduous at times, requiring all of us to have uncomfortable talks and question some of our old ways.
3. Take a comprehensive approach to workplace diversity
We all have difficulties that are near and dear to us. For example, embracing gender diversity in executive teams has been demonstrated to increase the likelihood of above-average profitability by 21 percent. So, for example, if you are enthusiastic about gender diversity in the workplace, you are certainly justified in your fervor. According to estimates, promoting women's equality might add to the global GDP by 2025.
However, this is only one component of the diversity problem. Instead, it would help if you kept in mind that diversity of thought is the primary objective, and while the increased gender balance will assist this, it is not the only element. All the characteristics that make us 'us' – socioeconomic background, race, religion, sexual orientation, and neurodiversity – also influence our distinct thought processes, offer diverse perspectives on consumer demands, product enhancements, and well-being, and cannot be overlooked. Therefore, ensure that you consider all aspects of diversity and listen to everyone around you.
4. Participate and contribute your voice
Each of us brings unique experiences to the table. We are all unique and get tremendous value to our organizations due to these distinctions; therefore, we seize all opportunities to participate in diversity and inclusion events or activities.
If these opportunities do not currently exist, consider initiating them. Initiate an employee group, observe awareness days, and attend external training sessions - establish yourself as a thought leader in this area and help influence the debate. Check if your organization has a structure similar to ours for supporting awareness days, such as International Women's Day and Pride. Everyone is invited to submit their comments and ideas to help create the day.
Regardless of the circumstance, be open to opinions that differ from your own and be supportive of your coworkers. The creativity that comes with diversity can aid in generating new ideas and the enhancement of existing procedures. In addition, it can make work more intriguing, engaging, and thrilling - for you and others.
About Jim Woods
Jim has more than two decades of experience driving change around diversity, equity, inclusion, performance, growth, and innovation. He's designed and led complex transformation initiatives in companies linked to globalization, demographic changes, sustainability, shifting business models, and new technologies.
Earlier in his career, Jim served in the United States Navy and taught fifth-grade math and science, including university human resources and leadership. Also, Jim has taught at Villanova University. He has authored six business books on DE&I, and leadership.
Education
Capella University, MS in Organizational Development and Human Resources