Diversity and inclusion strategies have evolved over the years, largely due to socio-economic changes and trends. The main objective of D & I initiatives is to create and support a diverse workplace and leverage the benefits to achieve a competitive advantage in the market.
The Goals of D & I Initiatives
Diversity refers to onboarding employees belonging to different genders, age groups, ethnicities, cultural backgrounds, and religions. Inclusion describes the organization’s efforts to make all its employees feel welcome, respected, and valued.
Inclusion is an important additional element required for harnessing diversity benefits. It involves creating an accepting and non-judgmental culture that celebrates differences in skills and abilities.
Despite growing awareness of business benefits, many sectors still demonstrate an unwillingness to hire people from marginalized groups. Organizations will need to pave the way for greater inclusivity by overcoming stereotypes, unconscious bias, and other barriers to diversity. Leaders need to genuinely believe that the success of the organization is reinforced by hiring and training a diverse workforce.
The aim is to promote a culture of openness and respect and support a strong sense of teamwork and cohesion. Those in leadership roles must appreciate that having a diverse set of experiences, capabilities, and competencies can help the company create and deliver the best services to end customers.
Inclusive leaders of today work to foster a culture that empowers employees in every possible way and helps fulfill their objectives.
The world has changed in many significant ways (especially after the COVID-19 outbreak), and workplaces have adapted to new norms. To survive and thrive in the post-COVID world, organizations will need to look even more closely at how to leverage their diversity and inclusion initiatives for the best outcomes.
What are the trends that will define D & I practices in 2020?
Diversity Is Likely To Become A Mainstream Business Model
Most organizations still view diversity and inclusion as a part of their company values. However, current trends suggest that in 2020, companies will embrace diversity as their business model. For example, many companies may decline to partner with businesses with low diversity scores.
Gender-Equality Programs Will Gain Popularity
Gender equality ensures access to a wider pool of talent and helps your organization benefit from male and female perspectives. We can expect to see an increased emphasis on recruiting and promoting women and taking steps to narrow the gender wage gap.
Companies that implement gender-equality initiatives will see results in greater productivity, profits, and better growth.
Communications Will Become More Inclusive
With growing awareness of the importance of diversity and inclusion, job adverts, HR information, and employee communication is likely to be worded more inclusively. Doing this will ensure two things: first, using sensitized language will create a strong sense of inclusion among current employees. Secondly, job adverts that use inclusive language are more likely to attract top diverse talent.
Increase In Diversity Hiring Practices
Organizations will need to shift from a compliance-based diversity recruitment approach to a more inclusive and holistic one. Any recruitment strategy that you use should have a prominent diversity dimension to eliminate any existing bias.
Recruiting new talent without any bias is the best way to hire candidates. Recruitment decisions should be based purely on merit, skills, and competencies.
2020 Will See More Aggressive Diversity Hiring Practices
Although most companies are already adopting effective D & I strategies, their efforts will need to increase. Inclusion will play a big role in helping your organization stay ahead of the diversity curve.
Leadership skills training online can help your organization prepare for future diversity requirements.
