Strategies for Creating Workplace Diversity
It has been shown that workplace diversity enhances the productivity and competitiveness of any organisation. Not only workplace diversity improves creativity and innovation with people having different perspectives, but it also brings about higher employee engagement with lower employee turnover and higher talent retention. However, many companies have been paying lip service to workplace diversity. Their workforce is mainly homogenous and male dominated.
"...workforce is mainly homogenous and male dominated."
To create a truly diverse workforce, the organisation must put in place strategies that are data driven with diversity and inclusion targets. That is business leaders must know the profile of their workforce in the first place and diversity targets at all levels within the organisation must be put in place. Reviews must be done regularly to monitor the progress made in the workplace diversity.
To have a diverse workforce, having the buy-in of the leadership team is critical. Without the leadership support, any diversity initiative will be just mere lip-service and bound to fail eventually. Hence, business leaders need to set the tone by getting diversity training themselves as well as being seen to walk the talk.
A concise talent strategy with clear targets, that is focused on workforce diversity, needs to be put in place and reviewed regularly. Training and discussions need to be provided throughout the organisation so that everybody understands the need and importance of having diversity and inclusion. Eventually, with the leadership support, the organisational culture will be molded towards being more open to diverse views from diverse people having a wide range of life experiences.
A diverse workforce is not just about having diverse and minority employees within the organisation. If the aim of having a diverse workforce is mainly about recruiting diverse employees, the diversity initiative will eventually flounder with high employee attrition among the diversity group. Two key factors to support any diversity initiatives are leadership and organisational culture.
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Besides these two factors, coaching and mentoring of diversity employees will be crucial to assist these employees in their integration. Eventually, as they understand their roles and responsibilities, they will be fully included within the organisation.
Diversity employees may need special attention and require more flexibility, since they may be working mothers or they may live further away from the workplace or others. That is why a data driven strategy with clear diversity and inclusion targets is important for the success of any diversity initiative.
