The makeup of your executive team is a huge signifier to the rest of your workforce (not to mention your customers, partners, and other stakeholders). Evaluate your executive team - do they portray diversity and inclusion? When your employees feel they have to hide or mask core parts of themselves at work it can (ultimately) take a toll on employee retention and turnover rates. Diversity in the workplace statistics shows that inclusive companies are more likely to create a workforce that reflects a variety of backgrounds and experiences.īy first acknowledging the differences that may exist in your workforce, you can more consciously introduce inclusion efforts and diversity initiatives in your organization. Inclusive cultures make people feel valued and proud of their culture. Or the Muslim employee who feels insecure about maintaining his daily prayer routine on company grounds. Or the breastfeeding mother just returning to work who has no space to pump her breast milk. Inclusion is about how well the contributions, presence, and perspectives of different groups of people are valued and integrated into an environment.” - Matt Bush, Culture Coaching Lead at Great Place to Workįor example, consider the employee who’s a native Spanish speaker but doesn’t feel entirely comfortable speaking any language other than English in workplace common areas. Diversity is about representation or the make-up of an entity. “Diversity and inclusion are two interconnected concepts-but they are far from interchangeable. What’s the difference between diversity and inclusion in your workplace? If your company doesn’t score high inclusivity marks, you risk alienating some of your workforce. Here are the top 15 ways you can support inclusion and diversity in your workplace. When it comes to establishing and following through on a commitment to diversity and inclusion, however, you can have a big impact. Inclusivity is the key to maintaining (not just creating) workplace diversity. Yes, making diversity a priority is important but so is the next logical step: creating a culture where people from all backgrounds feel included. That’s because diversity in the workplace does not necessarily mean inclusivity in the workplace.
A diverse workforce, however, is just the first step.
Therefore many execs have no problem embracing policies, initiatives, and tools designed to increase levels of diversity among employees. Looking at statistics on the impact of diversity and inclusion initiatives, the benefits of workplace diversity include higher revenue, more innovation better decision making, equal access, being treated fairly, higher rates of job acceptance when you make offers to qualified candidates, and better performance than competitors. Diversity and inclusion workplace benefitsĪ diverse workforce, in terms of age, race, religion, nationality, sexual orientations, gender, gender identity, and national origin brings diverse viewpoints and perspectives to the company.Īmong other things, these elements can help you develop great new products and new ways to cater to customers.
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