Creating an inclusive workplace

Building diverse and inclusive workplaces is a challenging feat. It takes commitment, attention to detail and ongoing conversations about Equality, diversity and inclusion (EDI).

We must continually work on Equality, diversity and inclusion (EDI) across our organisations – no matter our industry. So here is a sneak peek of a few commitments you can look to make in your business:

 

Evaluate your organisation’s current diversity climate

Inclusion in the workplace improves not just how people feel but their performance. Everyone deserves a healthy and safe working environment. Evaluate your organisation’s current diversity climate by conducting a survey or interview questions that address diversity issues. You can ask about where people grew up, their schools, their languages, what TV shows they watch, what books they read and more. You can ask if they have ever experienced discrimination because of their race, gender or another characteristic since joining your company. These surveys can indicate if there are inequalities at play within your organisation. After collecting this data, you can use it to create actionable goals for change over the next five years.

 

Evaluate your diversity training methods

Diversity means something different to everyone, and how people perceive it can cause conflict. Therefore, diversity training should be a two-way conversation highlighting the benefits of a diverse workplace and how it helps the bottom line.

It’s also essential to discuss how to foster an inclusive culture and move beyond simply “the tickbox exercise.”

 

Increase or continue conversations on diversity

The “diversity and inclusion” conversation will never go away. And it shouldn’t. You should have these conversations regularly if you’re working in a team. If you’re at the top of an organisation, you must ensure the company is constantly discussing diversity. All organisations should have a strategy to increase conversations on Equality, diversity, and inclusion.

 

Align management goals with EDI goals

Lead by example. Setting the tone from the top will help your management team sustain a strong commitment over time. Ensure that all managers receive adequate training in EDI Leadership and Managing Diverse Teams to reinforce the promise made by the organisation.

 

Celebrate your EDI successes

Celebrate diversity wins as they happen. By doing so, you’re acknowledging that everyone on your team is essential and valued. When your team feels included and valued, they’re more likely to stay engaged with your company and ultimately create positive change. Create an inclusive culture where it’s safe for people to talk about their differences openly and honestly.

So why should you make these Equality, diversity, and inclusion commitments? Because they aren’t just the right thing to do, they also make good business sense. A diverse and inclusive workforce is suitable for employee engagement, innovation and productivity in today’s workplace. That’s why we think making these commitments will benefit your organisation in the long term.

Download our toolkit here and sign up for our upcoming workshop here.

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