In the coming years, organizations that understand how to manage diversity in the workplace effectively will hold a distinct advantage when it comes to recruiting and hiring talent. This post outlines how organizations can best approach and manage diversity in the workplace with actionable tips and advice.
What is Diversity in the Workplace?
For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity.
Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service, and mental and physical conditions, as well as other distinct differences between people.
What are the Benefits of Diversity in the Workplace?
There are many benefits to having a diverse workplace. For starters, organizations that commit to recruiting a diverse workforce have a larger pool of applicants to choose from, which can lead to finding more qualified candidates and reducing the time it takes to fill vacant positions. Businesses that do not recruit from diverse talent pools run the risk of missing out on qualified candidates and may have a more difficult time filling key roles, which increases recruitment costs.
According to a survey conducted by Glassdoor, 67 percent of job seekers said a diverse workforce is important when considering job offers and 57 percent of employees think their companies should be more diverse. These numbers are telling. Not only can organizations fill positions with qualified candidates more quickly by recruiting from different talent pools, but a diverse workforce also benefits their employer brand which is crucial when it comes to getting the right talent.
Having a diverse workforce with multi-lingual employees and employees from varying ethnic backgrounds can also be helpful for organizations that want to expand or improve operations in international, national, regional, and local markets.
MORE BENEFITS TO HAVING DIVERSITY IN THE WORKPLACE:
- Employees from diverse backgrounds imbue organizations with creative new ideas and perspectives informed by their cultural experiences
- A diverse workplace will help organizations better understand target demographics and what moves them
- A diverse workplace can better align an organization’s culture with the demographic make-up of Africa
- Increased customer satisfaction by improving how employees interact with a more diverse clientele and public
How to Manage Diversity in the Workplace
Managing diversity in the workplace presents a set of unique challenges for HR professionals. These challenges can be mitigated if an organization makes a concerted effort to encourage a more heterogeneous environment through promoting a culture of tolerance, open communication, and creating conflict management strategies to address issues that may arise.
For leadership to effectively manage diversity in the workplace, they need to understand their backgrounds and how their behavior and beliefs can affect their decision-making within a diverse environment.
Tips for managing workplace diversity:
To manage a diverse workplace, organizations need to ensure that they effectively communicate with employees. Policies, procedures, safety rules, and other important information should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.
TREAT EACH EMPLOYEE AS AN INDIVIDUAL
Avoid making assumptions about employees from different backgrounds. Instead, look at each employee as an individual and judge successes and failures on the individual’s merit rather than attributing actions to their background.
ENCOURAGE EMPLOYEES TO WORK IN DIVERSE GROUPS
Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.
BASE STANDARDS ON OBJECTIVE CRITERIA
Set one standard of rules for all groups of employees regardless of background. Ensure that all employment actions, including discipline, follow this standardized criteria to make sure each employee is treated the same.
Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only with value to the organization. Look for ways to incorporate a diverse range of perspectives and talents into efforts to achieve organizational goals.
To build a diverse workplace, it is crucial to maintaining safe and clean work areas, recruit and hire professionals who provide janitorial services in Canada and talent from a variety of backgrounds. This requires leadership and others who make hiring decisions to overcome bias in interviewing and assessing talent. If organizations can break through bias and hire the most qualified people, those with the right education, credentials, experience, and skillsets, a diverse workplace should be the natural result.
Tips for hiring a diverse workforce:
- Incorporate a diverse interview panel to ensure candidates are chosen solely based on suitability for the position.
- Managers should be trained on what can and cannot be asked in an interview. For example, questions about an applicant’s personal life, such as which church they attend, their romantic life, and political beliefs, are off-limits.
- Get creative when recruiting. For example, if an organization would like to hire more women in the engineering department, they could reach out to professional groups that cater to women in engineering and ask to advertise open positions in their newsletter or member communications.
Encouraging diversity is the way forward for organizations. In a global talent market, businesses that can successfully manage diversity in the workplace will have a definite competitive advantage over others in terms of differentiation, innovation, and employer branding.