Diversity And Inclusion - Developing An Effective Strategy

For those in HR, diversity and inclusion (D&I) are two concepts that almost always go hand in hand. But what does each signify, and how do we perceive the crucial differences between the two?

Why is diversity and inclusion (D&I) important?

The strong justification for enhancing D&I has gradually been built up and largely spurred on by social injustice. Companies are beginning to recognise it as a source of competitive advantage. Recent research has shown that organisations with greater ethnic diversity are more creative, productive, and higher performing than their competitors. So, it is crucial for modern businesses to examine both diversity and inclusion in their people management policies and practises.  

What do we mean by diversity?

The word ‘diverse’ indicates being “very different from each other, and of various kinds.” Within the workplace, it represents precisely that; its typically capable people who don’t share either the same gender, age, ethnicity, social background or even the same education. A diverse workforce requires the organisation to recognise these differences and the undeniable benefit of having a variety of perspectives.

Consequently, diversity is primarily about accepting one another’s differences, and understanding exactly what those distinctions are. The importance for employers is to understand how important and significant they could be to your company.

Diversity was previously viewed only as a matter of gender, ethnicity, or sexual orientation. However, today’s forward-thinking companies are aiming to create a workforce that includes a wide range of human experiences representing all ages, cultures, skills, general life experiences and mindsets. Companies with greater diversity are in a better position to attract top talent, increase employee satisfaction, make smarter decisions, and most importantly focus on market orientation. All of which is feeding into a beneficial cycle of increasing returns.

For those companies that spend time building a diverse workforce, the whole business stands to benefit. It generates a wide variety of ideas, viewpoints and improved working styles that individuals will inevitably contribute and consequently, be given credit for.  

Therefore, if a diverse business is made up of a variety of backgrounds and experiences, and are appropriately represented throughout the organisation, how do they best ensure inclusivity at all levels?  

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Inclusion is not the same

A closer look at inclusivity's dictionary definition reveals that it is appropriately defined as "including everyone" and again within the workplace, it should be precisely that. A genuinely inclusive workplace offers a culture and environment that provides everyone with an equal chance to participate.

Inclusion is about how a company actively includes its diverse workforce. When this isn’t put into place, they run the risk of alienating different individuals and creating an atmosphere which, unintentionally, causes stress.  

To thrive, all individuals must feel a sense of belonging to succeed within their roles. This translates into being their authentic selves, being part of an inclusive culture in which every person feels they are listened to and that they belong without needing to conform. The fulfilling of fair policies and procedures allow a diverse business to support its employees and help them reach their full potential, no matter their circumstances or background.

We’re all aware that diversity and inclusion are intrinsically linked, and despite being consistently referred to as a ‘package’, they are inextricably intertwined and don't function well independently. In other words, diversity invites the individual in, and inclusion ensures they enjoyment and motivation to stay.

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To learn more about how Tazio can support your D&I policies within your recruitment strategy, get in touch with one of our experts using the details below.  

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www.tazio.io/contact-us | 02922 331 888