Five ways to take real action on Diversity, Equality, and Inclusion at Workplaces

A collective effort to bring about Equality and Inclusion is required to create a sustainable change in workplace culture. Following are five effective ways to infuse the culture of  Equality and Inclusion.

  1. Change the way of conversation

The inability of having meaningful conversations contributes significantly to the unproductive relationships that can develop diversity divides. People at all organizational levels must be able to have effective conversations in order to work with those whose backgrounds and perspectives are vastly different, or whose role or leadership style is at odds with the systemic impediment to diversity.

  • Build network connections

Network Analysis is one of the most powerful tools for helping people understand how they are inadvertently promoting Inequality or preventing the inclusion of diverse people and perspectives.

One should consider conducting network analysis, beginning with data collection via a customized survey or other mechanisms such as email traffic, and then using those inputs to map patterns of hidden relationships and interactions. Using this data, one can identify additional people or groups that have to be reached out to, set goals to diversify the network, and take steps to engage others and build connections across organizational silos.

  • Implement Coaching culture

Organizations can counteract the subtle bias by implementing a coaching culture and developing their employees’ coaching skills, as well as by establishing a network of champions to facilitate the development, contributions, and career growth of all employees. These champions or mentors can ensure that reports from diverse groups are heard, given feedback, supported, and given opportunities.

Talent Management and HR can manage expectations relating to Equality and Inclusion and help managers, mentors, and sponsors understand the critical role played by them in ensuring the success of organizational DEI initiatives, as well as provide access to DEI training, resources, and tools.

  • Analyze the talent

Talent processes reflect and create norms, and they can be used to effect systemic change.

  • Examine the systems and practices for recruiting, hiring, and promoting talent.
  • Examine compensation data.
  • Examine employee development practices, raising difficult questions about access to necessary assessment, challenges they face, and the support offered to them.

Organizations should also assist managers and teams in evaluating the practices and policies that set the framework for the employee experience — and look for ways the bias can creep in.

  • Monitor progress over long periods of time

Diversity, equity, and inclusion efforts do not yield results overnight. A cultural shift takes time, so organizations must set benchmarks and track their progress to determine how their efforts are impacting the bottom line. This will not only show leaders which strategies are working, and which are not, but it will also help to hold them accountable for achieving long-term goals.

We would like to hear more from you on the impact of Equality and Inclusion in organizations. Please share your thoughts on promoting inclusiveness and diversity within the workplaces in the comments.

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