DE&I
inclusion by hiring more women or more members of ethnic or racial minorities. However, if the organisation does not value the perspectives of members of these groups, they will not be able to retain them for the long term. True inclusion means that all members of the organisation have
the opportunity to contribute and to advance, regardless of their gender, race, and/or ethnicity. Tis goes beyond fairness and equality in hiring practices. It provides opportunity for all to meet their full potential, so that all employees’ contributions are valued, and their voices are heard. For progress to be authentic, inclusion must be factored into
company decisions regarding: • Recruitment • Remuneration • Policy • Training and development • Performance appraisals • Advancement Opportunities When structuring teams and committees, leaders should ensure
the representation of diverse skills and voices. Tis leads to a more comprehensive outcome.
How can organisations ensure both diversity and inclusion? Te first step is to ingrain these values in the organisation’s hiring practices, training, and company policy. Following through with such practices, training and policies promotes a company culture of fairness, respect, dignity, and open communication. Tese practices also allow you to establish a baseline whereby you can continue to measure diversity and inclusion in your organisation. When something is measured, it is more likely to become reality. Inclusive leadership and unconscious
bias training can be a great first step towards greater diversity and inclusion.
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Sponsoring Employee Resource Groups (ERGs) will provide support and resources for the underrepresented within the organisation. It can also be helpful to update the language of any company documents or manuals to reflect the diversity of your workforce. It is important to ensure that career advancement within the
company occurs solely as a result of individual merit and business need. Continued training and the implementation of diverse and inclusive company policies can allow for that to happen. When company policy reflects both diversity and inclusion – rather than just one or the other – the gains can be significant. When members of the workforce feel valued and empowered, they are more likely to put their best efforts into ensuring the company’s success. A more engaged workforce will yield higher revenue and more advancement for the entire organisation. With a better understanding of diversity and inclusion, both as
individuals and as organisations, we take one step on our journey. But achieving the goals of diversity and inclusion does not happen without putting them into practice. Te case for focusing on diversity and inclusion has never been stronger.
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