How to promote diversity and inclusion in the workplace step-by-step
Every employee should feel valued, heard, and empowered in the workplace. So, we’ve compiled 6 essential steps every organisation should take when considering how to promote diversity and inclusion in the workplace.
When understanding how to promote diversity and inclusion in the workplace, it’s important to first consider the current levels of diversity and inclusion within your team, as well as the attitude that the workforce has towards this.
Then it’s imperative to assess where you can improve, how you can best promote diversity and inclusion in the workplace, and what equity, diversity, and inclusion training is required to facilitate this.
Why is diversity and inclusion so important in the workplace?
The definition of diversity is ‘the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations.’
Then, when we apply inclusion to the concept of diversity, inclusion refers to the actions taken to translate this diversity into tangible results. This means creating a culture where everyone feels heard and valued, irrespective of their backgrounds and experiences.
Together, they boost employee satisfaction, help to attract top talent, increase creativity through a diverse range of perspectives, and have been proven to enhance business outcomes.
For instance, a McKinsey study highlighted that companies in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean. When leveraged correctly, diversity and inclusion is an essential component of any organisation’s growth strategy.
What’s essential is that DEI training is not looked at as a box-ticking exercise; rather, an effective way to create an inclusive workplace with diverse perspectives and outstanding results.
6 practical steps to promote diversity and inclusion
1. Develop or refine a clear DEI strategy
Once you have a clear idea of your objectives in promoting diversity and inclusion, you can conduct an audit to identify gaps in representation and inclusivity to address. You can use this data to make your goals measurable and forecast the incremental improvements that you want your teams to see.
You should then track your progress in achieving your objectives, whether these be increased employee satisfaction or retention.
2. Communicate from leadership down
Start with communicating your DEI goals to your organisations’ leaders, as it’s vital that they model these behaviours for the rest of the organisation to follow.
3. Educate leaders and employees with equity, diversity, and inclusion training
Providing DEI training for leaders is essential to help them understand their roles in creating an inclusive workplace culture. Their role is not just limited to working within the business, but also your business’ recruitment process and external comms.
However, DEI training is essential for all employees to undertake, to ensure that no unconscious biases slip through and begin to impact the effectiveness of your DEI strategy and the quality of your working environment.
4. Audit your recruitment process
Ensure that your recruitment process allows recruiters to actively appeal to diverse candidates. You can partner with a recruitment agency that specialises in hiring from a diverse talent pool or you can use inclusive language to signpost tangible actions that your company has a culture of diversity and inclusion.
It’s important to tie your words to actions, to avoid your organisation appearing as though they are engaging in performative activism.
5. Offer reasonable adjustments
Offering flexible working (including remote working), support for your employees who may be carers, or private medical care can make your organisation more inclusive, boosting employee satisfaction and retention.
6. Keep lines of communication open
You won’t be able to track the success of your DEI strategy unless you keep tabs on your progress in achieving your objectives. Ensure that lines of communication around employee satisfaction and inclusivity are kept open. Regularly review and adjust your strategies to ensure they remain effective.
What can be a barrier to a diverse and inclusive culture at work?
Before undertaking any diversity, equity, and inclusion training (DEI training), it’s essential to understand the potential blockers for implementing an effective DEI strategy.
These could include:
- Employees’ unconscious biases towards certain individuals from other backgrounds; it’s vital that these are addressed
- Barriers to communication; if miscommunication and conflict are common issues that arise within your team, it’s essential to address these before your equity, diversity, and inclusion training
- Lack of understanding; before undertaking any DEI training (also known as EDI training), it’s crucial for teams to be bought in to the importance of diverse teams in the organisations’ success
- Resistance to change; sometimes teams or individuals can be hesitant to disrupt the status quo; cultivating growth mindsets with your team are fundamental to overcoming resistance to change for changes’ sake
Overcoming these challenges requires consistent effort, clear communication, and dedication to continuous learning.
Integrating principles of equity, diversity, and inclusion into your organisations’ mission and values, then communicating the benefits of this clearly and consistently to all stakeholders is an excellent starting point. This clear communication provides opportunities for feedback and addressing any concerns or questions.
Why equity, diversity, and inclusion training is the way forward
Equity, diversity, and inclusion training doesn’t really have a finish line. Promoting diversity and inclusivity in the workplace is an ongoing journey, where continuous learning and development is essential. The best place to start is by undertaking a comprehensive equity, diversity, and inclusivity course to build your foundational DEI strategy.
If a business aims to expand globally, DEI training is a must. This is to ensure international teams perform and feel at their best, working together in productive and supportive ways.
By making DEI training a priority, organisations improve their revenue performance, employee morale and teamwork, and productivity, but also pave the way to a more inclusive future in their industry.
For beginners, employee representatives, or managers, we would recommend the Managing Inclusivity in the Workplace CMI level 5 course to understand their role in implementing an inclusive culture throughout their organisation.
For leaders that are more familiar with DEI principles, we’d recommend our Strategic Inclusive Leadership Programme CMI level 7 course to get a clear framework for building or refining your organsations’ DEI strategy.
