Key Behaviors Can Improve Workplace Diversity and Inclusion
Diversity in the workplace is extremely important. A diverse workplace has more talent, collaboration, employee satisfaction, and financial success. Unfortunately, diversity and inclusion is sometimes lacking at organizations, which means there is likely high turnover, big communication issues, and low morale.
A survey by Korn/Ferry International found that more than 2 million people leave their jobs each year because of unfairness in the workplace, which costs employers an estimated $64 billion a year in hiring costs. In addition, people of color were three times more likely than white heterosexual males to say unfairness was the reason they quit their jobs. These revelations are alarming. Diversity is not something an organization can afford to overlook.
There are six key areas managers and employees should take note of when trying to understand diversity and its significance:
- Employee and manager behaviors that should be exhibited and restructuring workplace design to create a framework for inclusion in an organization.
- Recognizing what respect means to each individual and communicating efficiently.
- Behaviors and perspectives necessary for successful and respectful conflict resolution before, during, and after the resolution process.
- Exhibiting behaviors that influence others to be part of the solution.
- Giving and receiving feedback on negative behavior in a respectful manner.
- Understanding ways to surpass barriers and seek personal growth.
Both employees and managers can help improve diversity in the workplace and make others feel included. Better behavior from everyone means everyone feels included.
- Adapt to different working styles, approaches to communicating, and preferences for interacting.
- Communicate respectfully and effectively.
- Treat every person as a unique individual.
- Include and encourage all coworkers to participate in formal and informal meetings,
- discussions, gatherings, etc.
- Practice everything that is expected of every employee.
- Understand how personal preferences may affect personnel decisions, such as who gets promoted or who gets assigned the best projects and make fair HR decisions.
- Coach and mentor individuals who may be struggling to engage with others appropriately.
- Manage employees individually. Get to know their personalities, unique skills, and interests.
- Make decisions based on employees’ skills and abilities and the task requirements. Avoid assigning employees to projects based on age, gender, etc.
To learn more about the effects of diversity, attend HRDQ’s webinar “Why Does Diversity Matter?” on Jan. 23 at 2 p.m. EST. After attending, participants will be able to understand the subtle ways that bias occurs, identify instances of devaluing others through small, subconscious behaviors and micro-inequities, establish a framework to increase inclusion at the organizational level, recognize different ways of conveying respect, address conflict productively and respectfully, and lead by example and be part of the solution.
Click here to register: