The words diversity, equality, and inclusion are used often because people who want to grow their business are looking to dive deeper into these elements for best practices. Some companies believe they can make their workforce more diverse simply because it is the right thing to do. Cultivating a sense of belonging is key to finding the right mix of inclusivity, equality, and diversity. Try some of the following ways that businesses and organizations seek to meet these requirements.
Growing workforce skills to meet demands of a global, changing market must be considered. Profit and growth are important, but they cannot come at the exclusion of a huge part of the workforce seeking employment opportunities. It is not a matter of simply overlooking qualified candidates. It is more about enforcing what is on the books as far as human resource rules and regs. Diversity, equality, and inclusion are keys to growth, but are also economically sound decisions based on new laws being implemented to encourage development in these areas.
Blow Away Competition
Not everyone is onboarding people with diverse skillsets and backgrounds. They may be losing out on having some great, amazing people who can bring a lot to the table. Corporate diversity leads to bigger and better innovation. Diversity in the workplace also blows away the competition who may be trying to keep up with this way of thinking globally and inclusively. To build teams that focus on cutting-edge products and keep competition at bay, it helps to put diversity at the top of your business priority list.
Build Up Revenue
Greater diversity with gender is only one way to include women in the workforce but it can result in more customers growing revenue and profits. Businesses are built around profit and money. Revenue is not only from women, but it also comes from including a variety of people from all backgrounds and skillsets in the workplace. Inclusive, diverse teams especially drive thoughts, ideas, and productivity that help the bottom line. Businesses that don’t work to build this miss out on the opportunity to create space for increased profits.
One of the things companies often miss when they are thinking about building diversity into their workforce is that it does not happen naturally. It is not just something where company culture speaks to people and they come running to join forces. In fact, it may be the opposite. They may not think about how to join the company or organization and end up finding they cannot possibly work for a place where they don’t know if they’ll feel included. One solidary way to do this is to promote inclusive leadership behaviors in people across the organization, then reward this behavior. Excluding people should be discouraged. Leaders should validate experiences, be transparent, acknowledge barriers, and highlight efforts to change culture where it needs to be shifted to include those who feel left out. Amplifying inclusion will tell others this company is a safe place to work when it comes to diversity and inclusion. It all starts at the top and works its way down.
Even with all the myriad benefits available, creating a culture of inclusion is difficult. You can create a stronger, more effective workforce but people want to be respected for what they have to offer. They want to feel they can drive productivity and increase the bottom line, meanwhile feeling their thoughts and ideas are highly regarded. A happier workforce often results in more effective business and employee retention rates. They will leave the company less and even bring in people they think are an asset to the business. This saves time and money on turnover.
In this way, diversity, inclusion, and equality are central to any business model. Not only does it make great business sense, it also helps promote to others that your company is in it to win it and is not going anywhere any time soon.