Question: How can organizations take an effective next step in their journey of creating a culture of D&I?
→ It starts with understanding the business case for building a workplace that embraces diversity and knowing what it takes to shift from a compliance-driven diversity program to a culture of inclusion that creates a competitive advantage by inviting all employees into the conversation
→ Diversity hiring is based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance.
A culture of inclusiveness is rooted in respect. Employees must be treated and treat others with civility and decency. Just knowing that respect is a company requirement, encourages workers to speak up and share new ideas.
As noted, one of the reasons companies have diversity policies to begin with is simply because it’s the right thing to do. That’s good. But for that diversity strategy to promote a culture of inclusion too, leaders must make their values and intentions clear. Leaders must intentionally create an environment where employees feel they can safely express themselves and where specific concerns can be raised with transparency and confidence.