Six Reasons To Push For Diversity & Inclusion In Your Organization

Diversity and inclusion are terms that are frequently used as the same, but have very different meanings. Diversity refers to the variety of people and backgrounds involved in an organization, while inclusion is all about creating a culture where everyone feels welcome and valued.

The common ground is that both of these things are incredibly important for organizations, especially when it comes to the success of a business. In this blog post, we’ll explore six reasons companies need to push for more diversity and inclusion.

Diversity and inclusion can be defined as the deliberate effort to build a workplace that is inclusive of different backgrounds, cultures, and ideas.

This is critical because it helps to ensure that everyone is treated fairly and equally. A diverse workforce brings together individuals with varying perspectives on issues, which leads to better problem-solving skills and ultimately results in better business outcomes for your company! It is not just a moral obligation; it’s a must for business success.

The advantages of having a workplace that is diverse and inclusive are numerous. One of them is improved employee engagement. Employee engagement refers to how involved and connected employees feel with their job and employer, and can also be indicated by their use of available resources (such as benefits.) It can also be measured by their participation in various voluntary initiatives.

Employees who are engaged at work are more likely to be productive and satisfied. This can lead to increased profits for your company. When does employee engagement even happen? Well, we could look at this from various angles, but in general, employee engagement occurs when employees feel that their contributions matter at work. When this happens, they are more likely to participate in various projects and get involved wherever possible because they know their contributions matter and are valued. They are most likely to understand the big picture and work towards the common goal of your company.

In order to be successful, organizations need to innovate. Innovation requires new ideas and new ways of thinking that can only be achieved through the diversity of thoughts. Diversity creates a wider range of ideas and perspectives, leading to more innovative solutions.

Here’s an example of how our previous point on employee engagement and higher innovation go hand-in-hand.

Scenario:
Maria has been employed with company XYZ for two years. She has clearly seen their efforts to diversify their workforce. During meetings, her voice is heard, and her ideas are appreciated. The company offers health & wellness reimbursement as well as continuing education opportunities. Because Maria feels heard and appreciated by her employer, she takes pride in participating in various committees at work, and she constantly shares with her colleagues how she uses her health & wellness benefits to contribute to her ongoing wellness.

When employees feel like they are being included in the workplace environment (regardless if it’s by gender or race), they tend to stay longer than those who don’t feel like they have this same experience at work. Sounds simple, right? The reality is that while many employers do this really well, many also miss the mark. There is work to be done.

Diversity and inclusion enhance decision-making within a company for several reasons:

Diverse Perspectives: By involving employees from different ethnic backgrounds, genders, age groups, abilities, and experiences, a wide range of viewpoints is brought into the decision-making process. This allows for a more comprehensive examination of problems or situations and supports more informed and well-rounded decisions.

Creativity and Innovation: Diversity brings a wealth of mindsets and ideas. When people with different backgrounds and perspectives collaborate, creative solutions and innovative approaches often emerge — ones that might be overlooked in more homogeneous groups.

Customer Orientation: Customers and markets are inherently diverse. By integrating diversity within the company, decision-makers gain a better understanding of how to address different customer needs and perspectives. This leads to products and services that are more effectively tailored to a diverse customer base.

Risk Mitigation: Diverse teams are better equipped to identify potential risks and opportunities early on and respond appropriately. Different perspectives help prevent groupthink, thereby reducing the likelihood of decision-making errors.

In summary, diversity and inclusion enhance decision-making within a company by creating a broader information base, stimulating creativity, supporting customer orientation, considering the interests of multiple stakeholders, attracting talented employees, and improving risk management. Ultimately, this contributes to the company’s long-term success and competitiveness.

When your company has a more diverse workforce, it will be easier to attract more top talent in the first place. But even if you’re already doing well on this front, there’s no reason not to keep pushing for more diversity at every level of your organization, especially at the top!

If you want your employees (and potential employees) to feel like they belong here, then it’s important that everyone is represented in leadership. Organizations should keep a close eye on their diversity and inclusion reporting.

Visualizing HR data in org charts, dashboards, and diagrams created with Ingentis org.manager can provide you with great insights. Also when it comes to Diversity & Inclusion the software allows users to focus on the Key Performance Indicators (KPIs) that are most relevant to D&I efforts. By presenting these KPIs in an intuitive and visual manner, organizations can easily identify areas that may require improvement or optimization.

If you don’t have a plan or strategy in place to diversify your management team, it’s time to do so. People Analytics can help you get started

A company’s image is crucial to business success. Prioritizing diversity and inclusion can make a significant contribution to building a positive reputation for your organization. First impressions matter — both online and offline! When potential applicants or stakeholders form an initial opinion of your company and notice a lack of diversity, it may negatively impact their decision to work with you.