June is the start of PRIDE celebrations in many parts of the country, and reflecting on the history of PRIDE, it’s exciting to see how far society has come since the 1969 Stonewall Riots. It is also clear that for many organizations we work with, creating a culture that embraces diversity and inclusion is still lacking.
Many of our clients have asked us how to create a more inclusive work culture and what are the actual benefits? Here are a few of the many benefits of having a diverse workforce:
- Having a diverse workforce allows an organization to draw on various life experiences, talents, and different perspectives employees bring to their jobs. This can significantly assist organizations in creating inspiration for employees to “think outside the box” and explore creative ideas that will lead to new opportunities well into an organization’s future.
- Companies with an inclusive culture that supports diversity will have much better reputations which is always good for your brand. Organizations known for being inclusive attract high-quality candidates and often retain top talent who are inclined to stay with organizations that promote an inclusive and supportive work culture.
So how do organizations take on creating a diverse and inclusive culture? Here are a few key steps to get you started:
- Start by creating policies on Human Rights and Respect, which outline expected conduct, what behaviours are acceptable and provide a clear path of resolution options for employees that may find themselves targets of harassment, bullying and discrimination.
- Create organization-wide diversity training as a fundamental step to help educate employees on the responsibility they all have for valuing diversity and showing respect in their interactions. Suppose the message is put forward regularly and consistently through training. In that case, it can go a long way to imbuing a sense of acceptance within your work culture – especially if training on the subject is made available during a new employee’s orientation and onboarding process.
- Lastly, but certainly not least, senior leaders must be “talking the talk” of inclusion. It is widely known that if employees receive consistent messaging and modelling from the senior leaders on the importance of inclusion, most employees will follow suit.
These tips are but a few that organizations can consider for creating a workforce that embraces diversity and inclusion. If you would like more information about getting started, please feel free to reach out to firstname.lastname@example.org. We’d be happy to assist.