Inclusion and diversity should be more than just corporate buzzwords. They should become part of your company’s business plan and culture that impact your employee and customer experiences in a positive way that ultimately bolsters the bottom line.
Practicing diversity means incorporating different perspectives and insights that lead to better decision-making. It also means making sure that all of your employees feel comfortable and valued.
Here are some thoughts on inclusion:
Develop an inclusion plan
With so much focus on social injustice throughout the country today, companies should look inward and develop a plan that identifies their purpose and goals. This plan should include anti-discrimination policies, a look at how your firm’s culture, brand, and values relate to inclusion, and any training programs that can, among other things, help identify hidden biases.
This plan should also include charity and outreach programs that connect your company to the Black, Latino, and other communities in a positive way.
A diversity/inclusion officer should lead this plan. Bonuses can be tied to the company’s inclusion goal to keep leaders accountable.
Don’t look at inclusion as simply another project. Look at it as a way of the corporate culture.
Listen to all your employees
Talking about race and social issues can be uncomfortable, but it’s a necessary step to ensure that your company is positively approaching inclusion. If there are underrepresented employees at your firm, listen to their needs, and seek their input for your inclusion plan. This will help create a supportive, welcoming environment in which everyone will feel free to be themselves.
Expand your recruiting network
Once you’ve established a path toward inclusion within the company, it’s time to expand your recruiting network to continue building a diverse workforce.
To do this, you’ll need to look beyond whatever traditional methods you currently use, such as career fairs or job boards. You can begin by partnering with professional associations and organizations that line up underrepresented professionals with internships and jobs. You can also recruit directly from universities with diverse student bodies.
To tie it all together, use diversity data to spot racial differences in employee turnover and retention, wage scales, seniority levels, and performance. Studying the data will help you identify any areas that need improvement.
Staffing Resources is a top provider of workforce management, staffing, and temporary services in Indiana. To find out how we can help your company, contact us today.