DEI in Manufacturing: Challenges & Strategies for Inclusion

Today, many businesses aim to live up to the three ideals of diversity, equality, and inclusion (DEI) to better serve the needs of individuals from all walks of life. Every industry needs DEI, and the manufacturing sector is no different. A diverse workforce solves problems more creatively and effectively; DEI also improves hiring, retention rates, employee engagement, and financial performance.

Recent data from the Manufacturers Alliance for Productivity and Innovation paints a troubling picture regarding workplace DEI. The number of women employed in the business has decreased over the past twenty years, despite attempts to increase diversity. This highlights the urgent need for manufacturing to give DEI more attention.

In this changing environment, manufacturers who use DEI are better positioned to innovate, adapt, and prosper. In this blog, we will explore the challenges of achieving DEI in manufacturing and offer practical strategies for creating a more inclusive environment.

Also Read – Strategies to Promote Workplace LGBTQ+ Diversity and Inclusivity

Challenges of Achieving DEI in Manufacturing

Achieving DEI in the manufacturing industry presents several challenges, including:

  • Historical Lack of Diversity

The manufacturing industry has historically been dominated by men, with minimal representation from women, minorities, and other marginalized groups. Despite constituting over half of the American workforce, women make up less than one-third of manufacturing professionals today. Stereotypes and societal norms play a significant role in excluding women from the manufacturing sector.

Underrepresented groups are often dissuaded from pursuing careers in manufacturing due to perceptions of the industry as physically demanding and potentially risky, further reinforcing its male-centric image. This perpetuates the stereotype that manufacturing is better suited for men.

Also Read – Most Successful and Innovative Women Business Leaders in 2024
  • Unconscious Bias

In the workplace, unintentional bias fosters homogeneity by giving preference to candidates who share recruiters’ values or resemble them. This leads to a terrible loop in which marginalized groups—like women, people of color, and people with disabilities—get negligible employer attention.

Unconscious biases are influenced by stereotypes and ideas about gender, race, ethnicity, and other characteristics. These prejudices have the potential to limit career options and progression for underrepresented groups.

  • Unwelcoming Workplace Culture

The manufacturing sector’s discriminatory work climate might make it difficult for people of different races and genders to succeed. For underrepresented groups, a lack of DEI in manufacturing initiatives can devalue emotions. Talent from a diverse pool may leave an organization if the culture accepts and encourages harassment, discrimination, or microaggressions.

Additionally, underrepresented groups in manufacturing can struggle to conceive successful careers and find mentors and advisors due to a lack of easy access to professional networks and role models. Thus, an inclusive, courteous, and belonging culture is necessary to retain talent.

  • Attracting a Diverse Talent Pool

Many marginalized groups may have false beliefs about jobs in manufacturing, believing them to be potentially risky, exhausting, or non-competitive. Furthermore, these groups likely don’t receive enough information on the industry’s variety of positions, career paths, and opportunities for growth. This lack of complete knowledge may impact their decision to join manufacturing jobs.

Also Read – 5 top companies embracing diversity and inclusion | Engagedly

Strategies for Creating a More Inclusive Manufacturing Workplace

Leadership Commitment:

Your leadership team serves as the cornerstone in establishing and nurturing an inclusive workplace environment. Leaders wield significant influence over organizational culture, and when they actively advocate for diversity, equity, and inclusion (DEI) in manufacturing, it permeates decision-making at all levels. By fostering a culture where DEI is fundamental, leadership sets the stage for a sincere and welcoming atmosphere for all employees. Therefore, securing leadership buy-in is not just advantageous but imperative for the success of DEI initiatives.

Diverse Recruitment Practices:

To cultivate a more diverse workforce from the outset, organizations must scrutinize and revise job descriptions to eliminate any language that could deter qualified applicants from diverse backgrounds. Expanding the talent pool involves collaborating with staffing agencies, forging partnerships with educational institutions, and engaging with like-minded companies that prioritize diversity in their recruitment efforts.

Inclusive Onboarding and Training:

Creating inclusive onboarding and training programs is essential to bolster employee engagement, retention, performance, and the organization’s reputation. A standardized onboarding process should be implemented for every new hire, irrespective of their background. Furthermore, regular DEI training and clear policies help ensure that employees from diverse backgrounds feel valued and embraced from day one.

Mentorship and Sponsorship Programs:

Underrepresented employees stand to gain invaluable soft skills such as negotiation, leadership, and effective communication through mentorship and sponsorship programs. These initiatives not only facilitate professional growth but also help individuals overcome barriers to advancement. Implementing such programs underscores an organization’s steadfast commitment to fostering diversity and inclusion throughout its ranks.

Also Read – 7 Diversity, Equity, and Inclusion Best Practices
  • Employee Resource Groups (ERGs)

ERGs provide a safe space for underrepresented employees to freely demonstrate who they are, what they’ve been through, and what challenges they face at work. They reflect the concerns and interests of underrepresented personnel, advocate for more inclusive policies and practices, and encourage employees from all backgrounds to voice their opinions. ERGs also provide a sense of community, empowerment, and support among staff members. By encouraging a workplace culture supporting DEI in manufacturing, ERGs enhance employee engagement, retention, and overall organizational success.

  • Data-Driven Approach

Data may be used to accurately measure an organization’s current DEI level. Identifying and addressing gaps in the expected and current levels can help companies address prejudice, exclusion, and discriminatory acts, promoting a more inclusive work environment. It also offers information on initiative results and helps distinguish between successful areas and those that still need work. Data analysis provides a structure that companies may use to establish their objectives, assess their progress, and ultimately create better DEI work environments.

Benefits of a Diverse and Inclusive Manufacturing Workforce

  • Innovation and Problem-Solving

A diverse and inclusive workforce brings together individuals with varying backgrounds, perspectives, and abilities. This diversity of views leads to increased creativity and innovation within manufacturing groups. When employees from different backgrounds collaborate, they provide fresh perspectives and ideas that foster the development of innovative solutions and improved decision-making.

  • Employee Engagement and Retention

Workers who have a sense of belonging in their organizations are more likely to be enthusiastic about their jobs and the organization as a whole. They have a stronger sense of dedication and ownership, which boosts output and performance. Employees are inspired to go above and beyond in their positions when they feel that their efforts are valued and acknowledged.

Moreover, people are less stressed and anxious when they feel satisfied with their work. This results in better mental health, a rise in job satisfaction and retention, and improved morale.

  • Enhanced Reputation and Employer Branding

Customers, investors, and the community tend to have positive opinions of businesses that emphasize DEI initiatives. A firm dedication to DEI strategies in manufacturing may help a company stand out from the competition and improve its reputation by showing that it values equality and social responsibility. Companies may also access a wider talent pool by actively promoting diversity and inclusion. This broadens the company’s pool of potential hires and raises the possibility of identifying the most suitable candidates for available roles.

Also Read – Diversity and Inclusion In The Workplace: Benefits

Summing Up

Embracing Diversity, Equity, and Inclusion (DEI) in manufacturing heralds a promise of innovation, expansion, and harmony. According to a Workday poll, 78% of executives in global companies acknowledge the growing significance of DEI in 2023. By cultivating a DEI-centric work culture that fosters creativity, boosts employee engagement and retention, fortifies decision-making processes, and underscores a commitment to social responsibility, firms can attract top talent and enhance their reputation. Moreover, DEI fosters financial competitiveness and directly enhances business performance and innovation. Thus, companies that prioritize creating a diverse and equitable work environment are strategically positioned to excel in today’s dynamically evolving manufacturing landscape.

Performance Management System

Frequently Asked Questions

  • Why is it essential to create effective affinity groups?

Affinity groups offer a secure and encouraging environment for people with similar personalities or backgrounds. These groups may provide emotional support, encouragement, and motivation, especially in situations of marginalization or prejudice. Thus, developing strong affinity groups is critical to achieving social justice, ensuring belonging, and promoting fairness.

  • How can the manufacturing industry overcome resistance to DEI initiatives?

Initiatives promoting DEI may encounter resistance from various sources, including cultural prejudices, resistance to change, ignorance, and so on. Therefore, organizations should offer thorough education and training programs to staff members at all levels to clarify myths, resolve misconceptions, and increase knowledge of DEI’s significance.

  • How can the success of DEI projects in manufacturing be measured?

The success of DEI strategies in manufacturing may be assessed using metrics, including employee satisfaction surveys, the presence of diverse leadership teams, the inclusion of people from diverse backgrounds in hiring and promotion, and retention rates of people from underrepresented groups.

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How LGBTQ+ Senior Leaders Address the Community Global Challenges

Research findings indicate that nearly 20% of LGBTQ+ employees have frequently encountered hostility in their workplace. In today’s global expansion plans of companies, it is crucial to acknowledge that contemporary consumers and workers strive for diversity and inclusion in both products and careers.

To cultivate a more favorable work environment, organizations should extend their efforts beyond mere public statements of support for LGBTQ+ concerns. Specifically, in the context of the world and the workplace, LGBTQ+ senior leaders, diversity managers, and HR professionals ought to consider a few actionable steps to ensure that their organizations provide a safe and welcoming space for LGBTQ+ employees.

What Are the Challenges Faced by LGBTQ+ Employees?

  • LGBTQ+ Recruitment

Research by the Robert Wood Johnson Foundation had key findings highlighting that one in five LGBTQ+ Americans had faced discrimination at the time of applying for jobs. Moreover, approximately 59% of them expressed that they could access fewer employment opportunities because of their sexual orientation or gender.

A similar situation was identified in a study that highlighted that nearly 18% of LGBTQ+ people looking for work faced discrimination on the basis of sexual orientation or gender identity while applying for a job.

Surveys and studies consistently reveal that LGBTQ+ individuals often face obstacles when seeking employment due to concerns about their voice not aligning with employer expectations. This issue becomes particularly problematic during telephone interviews, which are commonly used as an initial screening process. It is crucial for hiring teams to be trained to prioritize educational qualifications and professional experience rather than focusing on how candidates sound, unless it directly relates to the job requirements.

The lack of sensitivity training for employers perpetuates bias and unjust recruitment practices. However, it is essential for companies to recognize that LGBTQ+ individuals are ultimately ordinary people seeking happiness, who should be able to express their true selves both in the workplace and beyond.

  • Discrimination and Violence in the Workplace

Hustling through the recruitment barrier is certainly not the only challenge faced by LGBTQ+ individuals. Unfortunately, LGBTQ+ people are often victims of physical and verbal violence and harassment in the workplace.

According to Stonewall’s report, nearly 18% of LGBTQ+ people have reported experiencing negative remarks and abusive comments or conduct from their colleagues. A few of them were also physically assaulted by colleagues or even customers. What’s more worrying is that many of these incidents go unreported to higher management, concealing the severity of the incidents and their affect on the victims.

Employers must be aware that physical violence, deliberately misgendering, and bullying of LGBTQ+ co-workers are unacceptable actions on and off the job.

  • Remaining in the Closet

Discrimination and violence can have a pervasive impact on organizations, even affecting the pay and promotion opportunities of LGBTQ+ employees. In response, many individuals within the LGBTQ+ community feel compelled to conceal their sexual orientation or gender identity in the workplace. Shockingly, a survey conducted in 2020 by McKinsey and The Alliance found that 18% of LGBTQ+ employees were not open about their identity at work, and this number increased to a staggering 78% at junior levels.

This practice of hiding one’s identity in the workplace takes a toll on individuals, leading to heightened stress, anxiety, and other mental health challenges. A comprehensive survey examining the impact of LGBTQ+ inclusive work environments revealed that employees who conceal their identity experience mental health issues, which subsequently affect their overall well-being and work performance.

However, creating an LGBTQ+ inclusive work culture has transformative benefits for both employees and the company as a whole. It reduces stress, improves the health and job satisfaction of LGBTQ+ employees, and fosters stronger relationships between co-workers and supervisors.

Why is LGBTQ+ Inclusion Important in the Workplace?

A U.S. Chamber of Commerce Foundation report highlighted that companies with LGBTQ-inclusive policies experience greater employee retention and engagement rates than their non-inclusive counterparts.

A company that demonstrates and exercises its support for creating an inclusive environment for employees irrespective of their gender, sexuality, or ethnicity stands to benefit hugely, both financially and strategically. One, this fosters a sense of empowerment among employees, leading to boosted morale and engagement. Second, these companies can set an industry standard that paves the way for societal change and drives a positive impact.

Studies also suggest that companies can see their stock performance rise by 6.5% by adopting inclusion-supportive policies. These companies can also create and strengthen partnerships with community organizations and employee groups. With diverse ideas being shared, teams solve problems faster and more efficiently. This helps companies outperform their competitors.

A well-managed, diverse, and inclusive workforce will reduce costs and generate greater profit. The fact is supported by a McKinsey report on workplace diversity that indicates companies employing a diverse workforce boast 35% higher financial returns than national averages. It exemplifies the pivotal role diversity and inclusion in the workplace play for a company’s culture and bottom line.

Talent Management

How to Create a Welcoming LGBTQ+ Inclusive Work Environment?

LGBTQ+ senior leaders and business role models are crucial in showcasing the presence of the LGBT community in business. However, there are still companies that avoid addressing LGBTQ+ issues, treating it as a sensitive topic.

Businesses must strive for greater representation of lesbian, gay, bisexual, transgender, and queer individuals. This includes fostering support from straight allies who are vocal about their support for the community. To create a truly inclusive company, it is not enough to simply avoid discrimination. It requires acknowledging that diversity can be a catalyst for growth.

As the consumer base expands and cultural boundaries blur, the competition for talent becomes increasingly fierce. To stay ahead, companies must commit to diversity and inclusion. This should extend to every facet of the organization and ultimately influence society as a whole.

The solutions can be as simple as fostering open-mindedness and responsible leadership. Management should clearly communicate their stance against workplace discrimination, thereby making a strong statement. Additional initiatives may include:

  • Educating and Training Managers

Education is key. Managing diversity and inclusion in any workplace requires special skills and knowledge. Communication, conflict management, cultural intelligence, and problem-solving are all needed to bring diverse groups together and strengthen their interpersonal relationships. It would be wrong to assume that managers possess all these skills or are aware of them.

Hence, diversity and inclusion training can help managers understand the importance of DE&I practices and the legal implications in cases of violation. This can further help them eliminate the risks of bias during recruitment processes, performance evaluation, and training and development processes.

  • Creating a Gender-Neutral Workspace

Establishing a gender-neutral workspace is a proactive approach to addressing LGBTQ challenges in the workplace. It involves creating an environment that is inclusive and supportive of individuals irrespective of their gender identity or sexual orientation. This initiative aims to overcome hurdles faced by LGBTQ employees by implementing measures such as gender-neutral restroom facilities, promoting inclusive dress codes, and fostering an overall culture of acceptance and equality within the workplace. The goal is to eliminate discrimination and create a more diverse and welcoming atmosphere for everyone, irrespective of their sexual orientation or gender identity.

  • Using Inclusive Terms at the Workplace

Utilizing inclusive terms in the workplace is a pivotal step towards fostering a more equitable and respectful environment. This practice involves using language that embraces diversity, avoids stereotypes, and acknowledges the various identities present among employees.

Inclusive terms contribute to a workplace culture where individuals feel seen, heard, and respected, regardless of their background, gender, race, or other characteristics. By incorporating inclusive language into communication, organizations promote a sense of belonging and unity, fostering an atmosphere that values diversity and supports the well-being of all employees. 

This proactive approach to language usage is a key component in building a workplace that celebrates differences and promotes a more inclusive and harmonious professional community.

  • Other Initiatives

Other key initiatives companies can take include:

  • Tax equalization
  • Same-sex benefits coverage
  • Reimbursement of fertility treatment
  • Allowing all employees to take family leave irrespective of their sexuality or gender identity.
  • Supporting Pride Month celebrations
  • Inviting speakers to share their stories
  • Encouraging LGBTQ staff members to attend local community networking activities

There are endless possibilities for businesses looking to promote diversity and inclusion. While immediate change may not be feasible, taking action and monitoring the outcomes will show progress. Companies must proactively demonstrate their commitment to LGBT inclusion and diversity. Assessing the impact further conveys the company’s dedication to improvement and increasing LGBT representation.

Summing Up

Inclusivity in the workplace fosters a sense of faith and loyalty among employees. As the world embarks on the path to becoming more diverse, it is important that organizations recognize and address the challenges faced by LGBTQ+ employees to foster an environment of genuine support and acceptance. This commitment extends beyond public gestures, necessitating concrete actions and initiatives to create a welcoming space for individuals of all sexual orientations and gender identities.

Engagedly assists organizations wishing to leap in the right direction by presenting an all-in-one HR solution. The leading software solution company in the HR industry allows businesses to have a fair and streamlined process for recruitment and onboarding, performance evaluation, payroll processing, and much more, helping organizations support and promote workplace inclusion. Schedule a demo today!

Learning and Development

Frequently Asked Questions

1. How does a diverse and inclusive workplace bolster productivity and efficiency?

A diverse and inclusive workplace enhances productivity and efficiency by fostering a culture of innovation, creativity, and collaboration. Diverse teams bring together a range of perspectives, skills, and experiences, leading to more comprehensive problem-solving and decision-making. 

2. How can integrating automated HR software help companies promote workplace inclusion?

Automated HR solutions offer a fair and transparent medium for employers to streamline their HR processes. For example, performance review software can help organizations mitigate bias in the evaluation process by examining employee performance based on their contribution to business objectives, not gender identity.

3. How do DEI initiatives affect the bottom line of the organization?

DEI initiatives positively impact the bottom line by enhancing employee engagement, reducing turnover costs, attracting diverse talent, fostering innovation, and appealing to a broader customer base, ultimately contributing to increased profitability and long-term success.

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The Future of LGBTQ+ Inclusion in the Workplace

Workplace diversity is a prime focus for HR professionals, people teams, and hiring managers. Building and maintaining an inclusive LGBTQ+ work environment is not only the morally right thing to do, but it also boosts the profitability and productivity of the organization.

Multiple studies have shown that creating a diverse and inclusive workforce leads to higher revenue generation and enhanced employee performance. For instance, a survey reveals that companies with diverse workforces have been found to yield 2.5 times more cash flow per employee. Additionally, 3 in every 4 job applicants prefer companies that embrace diversity.

This brings us to strategies and practices companies can implement to embrace LGBTQ+ diversity effectively while driving organizational growth and success.

LGBTQ+ Community in the Modern Workplace

LGBTQ+ is an acronym representing “lesbian, gay, bisexual, transgender, and queer/questioning.” The letter Q denotes both “questioning,” highlighting ongoing exploration of gender identity, and “queer” in some contexts.

According to a global survey by IPSOS, nearly 1 in 10 adults across 30 countries identify as LGBTQ+. In fact, over the past few years, LGBTQ+ visibility has significantly increased in workplaces. Having comprehensive inclusion efforts in place for LGBTQ+ personnel is, thus, a good move from both a business and an ethical stance. This is because when employees are respected and accepted, they feel less stressed and more engaged, leading to a cohesive team at the workplace.

Also read: Diversity vs Inclusion in the Workplace: What’s the Difference?

7 Strategies for Successful LGBTQ+ Inclusion in the Workplace

  • Diversity, Equity, and Inclusion (DEI)Create LGBTQ+-Specific Policies

It’s foremost important for employers to be responsible for having an LGBTQ+ inclusive workplace. One way to showcase responsibility is to draft LGBTQ+-specific policies safeguarding employees against harassment and discrimination by their co-workers.

Employers should display anti-harassment policies in common workplace areas to make people aware. Another step should be to review whether the current policies meet the workforce requirements or whether modifications are required.

Some other initiatives that can be taken under the LGBTQ+-specific policies include:

  • Gender-neutral/Unisex Restroom Facility:

Ensure employees can access unisex or gender-neutral bathrooms and toilets. It may not be practical for smaller enterprises to change the setup of their facilities. However, they should consider having at least one restroom/toilet facility designated as gender-neutral.

  • Advocate for a gender-neutral dress code:

According to a survey, 35% of respondents said they had hidden or disguised their LGBTQ+ identities at work out of fear of discrimination. Since gender identity cannot be described as binary, enforcing gender-specific dress codes at the workplace should be avoided. Gender stereotyping through gender-specific dress can lead to misunderstandings and dissatisfied talent.

  • Use of pronouns:

Many social media platforms, including LinkedIn, have enabled users to display their pronoun choice in their profile – she/her, he/him, they/them etc. Organizations must ensure the correct name and pronoun when speaking to or referring to an LGBTQ+ employee. This also includes having workplace forms and software with gender neutrality options.

  • Promote the Use of Inclusive Language

Employers should recognize offensive terms and address them. The use of gender-neutral language must be promoted to avoid bias towards a particular gender. 

Modern HCM software enables managers to select from a set of default gender possibilities or enter gender information for an employee. Of course, asking employees before confirming the setting is the right step. For more information about how to make the workplace gender-neutral, refer to this guide on building diversity and inclusion in your workplace.

  • Take Supportive Measures

Companies can encourage the workplace inclusion of LGBTQ+ workers by forming what is often known as PRIDE ERGs (employee resource groups). Additionally, companies can appoint LGBTQ+ Allies as support or mentors to raise concerns when the employee culture needs updating or modification to become more inclusive.

To ensure that all the supportive measures are effective, companies can conduct diversity surveys and take regular feedback from the employees.

Also read:  How To Motivate Employees In The Workplace
  • Include LGBTQ+ Inclusive Benefits

According to a survey by Remote, 47% of employees feel that an inclusive parental leave policy should take a gender-neutral approach. Over half of the survey participants remarked that the policy should give same-sex couples the same number of leaves as different-sex couples. 53% of respondents feel an effective policy must give adoptive couples the same length of leave as birth parents.

Failure to implement such regulations promotes prejudice against parents in the LGBTQ community. Incorporating adoptive parents into policies eliminates confusion, queries, and awkward conversations regarding their leave entitlement. Legislation ensuring equal rights for adoptive parents may also inspire more LGBTQ+ couples to pursue adoption.

Furthermore, breastfeeding is a vital part of parenting for many people. Clear guidelines for breastfeeding, using inclusive language, will help individuals who wish to breastfeed. Such a policy allows for breastfeeding breaks and provides access to pleasant non-gender nursing facilities for people who need to pump or feed at work.

  • Communicate Regularly

Employees belonging to the LGBTQ+ community should be empowered to have open and honest conversations with their managers. Similarly, managers must be trained to handle these communications without using or implying offensive terms, nurturing a positive culture. Employees should have a platform to voice their grievances and workplace challenges.

  • Conduct LGBTQ+ Training

One way of creating awareness, communication, and respect for employees is to conduct LGBTQ+ training in the workplace. This practice not only encourages sexual and lifestyle diversity but also contributes to the growth of organizations and society.

Training also aids line managers in becoming more equipped to deal with diversity-related issues. An effective training management system also helps organizations monitor their progress related to embracing diversity in the workplace.

Also read: 5 Coaching and Mentoring Examples To Empower Workplaces
  • Adopt an Inclusive Recruitment Strategy

When it comes to recruiting and managing LGBTQ+ talent, consider doing the following:

  • Job descriptions should indicate an openness to all gender identities and sexual orientations.
  • Educate and train hiring managers and the recruitment team on the LGBTQ+ inclusion policy.
  • Source talent beyond your usual networks by posting vacancies on LGBTQ+-friendly job portals to attract diverse candidates for hiring.
Also read: 10 Diversity Questions to Ask Employers During Your Interview
  • Raise LGBTQ Awareness Among Employees, here are some ways to raise LGBTQ+ awareness among existing employees and new hires:
  • Leverage your company’s website to showcase LGBTQ+ community friendliness. 
  • Highlight current LGBTQ+ practices, talent, and policies. 
  • Communicate your commitment to the community and celebrate milestones, achievements, community leaders, and their history.

A corporate website can also be a great platform for expressing your views and opinions. Draft a strong content marketing strategy communicating the employer’s commitment to the diverse talent pool. Highlight unique practices followed at the workplace and statistics supporting the company’s efforts and progress.

Also read: The 3 Benefits of Workplace Diversity

Wrapping Up

In conclusion, while progress has been made in fostering diversity and inclusion, unique challenges persist for LGBTQ+ employees in certain aspects of workplace culture. Research consistently shows that a diverse workforce leads to enhanced business performance. However, true inclusivity goes beyond recruitment; it requires the creation of a supportive culture that empowers individuals.

To support LGBTQ+ diversity and inclusion, employers can implement various strategies, such as respecting pronouns, fostering open communication, and providing training. Additionally, leveraging automated HR platforms can offer a transparent avenue for employees to voice their opinions and ensure an unbiased approach throughout their employment life cycle.

Engagedly is a modern cloud-based software dedicated to facilitating the entire employee lifecycle, embracing a comprehensive Diversity, Equity, and Inclusion (DEI) approach. Explore our website for effective management of a diverse and inclusive workforce, from onboarding to performance reviews!

Frequently Asked Questions

Q1. What do you understand from the climate survey?

Climate surveys are a type of feedback conducted to gauge participants’ opinions of the climate of an organization. It includes feedback on the quality and amount of interaction between diverse groups and people at the workplace. It also provides information on how people perceive the institution’s support for diversity, equality, and inclusion activities.

Q2. What does ‘allyship at the workplace’ mean?

Allyship is the workplace practice of finding a workplace companion or buddy for an LGBTQ+ individual. An ally assists in creating a safe workplace culture for LGBTQ+ professionals. LGBTQ+ allies help in mitigating bias by:

  • Taking a stand for LGBTQ+ co-workers
  • Being a part of LGBTQ+ ERGs
  • Encouraging gender-neutral greetings

Q3. How does equality differ from equity?

Equality refers to the practice wherein everyone can access the same resources or opportunities. Equity, on the other hand, refers to recognizing that everyone’s circumstances are unique and must be given the precise resources and opportunities required to achieve an equal outcome.

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How to Overcome Imposter Syndrome in the Workplace?

Many business executives have experienced “imposter syndrome” at some point in their careers. Comparing yourself to colleagues and feeling like you don’t measure up can breed paralyzing self-doubt, which can have a negative impact on your business operations.

Although imposter syndrome is frequently linked to employees in high-pressure tech and commercial contexts, it affects a far broader range of people. Imposter syndrome affects up to 82% of people, including college students, medical professionals, teachers, accountants, and others. Imposter syndrome affects everyone, but according to a report by KPMG, 75% of women in senior positions have experienced imposter syndrome at some point in their professional careers.

Nobody likes to feel like an imposter at work. But the truth is imposter syndrome exists for real. If you’ve ever felt like you don’t fit in or that you don’t deserve your work, you’re not alone.

To combat imposter syndrome at work, you must first believe in yourself and your talents. The sooner you accept yourself for who you are, the easier it will be to celebrate your accomplishments along the way.

This article presents a comprehensive guide about imposter syndrome in the workplace and how to deal with it. Let’s understand what imposter syndrome in the workplace is.

What is Imposter Syndrome?

Imposter syndrome occurs when you doubt your capacity to execute your work, contribute toyour community, or achieve personal goals. It frequently affects people who feel unworthy of their accomplishments and the high regard in which they are held. People suffering from imposter syndrome frequently worry about being “found out.”

Imposter syndrome was initially described by psychologists Pauline Clance and Suzanne Imes in 1978 while exploring why high-achieving women believe they are inadequate. Although this initial study focused on women, anyone, regardless of gender or professional status, can experience imposter syndrome. And it’s far deeper and more subtle than any single definition can capture.

Signs of Imposter Syndrome

  • You’re giving everything you’ve got until you’re exhausted. For example, you could stay late and/or come in early every day.
  • Beating yourself up for little faults–when it comes to yourself, you can’t “let the little things go.”
  • You may be afraid of being “found out” by your coworkers or employer. Likewise, you may believe you’re deceiving people and feel like a fraud.
  • You are unable to accept compliments because you never believe your work is good enough.
  • You think your job or career defines your life.

How do you Feel When you Suffer From Imposter Syndrome at Work?

As per an article in the New York Times, this is how you may feel when you suffer from imposter syndrome.

  • You feel like a fraud
  • You devalue your worth 
  • You undermine your experience or expertise

Types of Imposter Syndrome

Impostor syndrome manifests itself in five different various ways in humans. Each person’s experience with imposter syndrome is unique. However, there are some characteristics that people may share.

A. The Expert

According to Young, professionals will not be pleased with a task until they believe they know everything about it. This person may spend so much time looking for knowledge that completing activities and projects becomes difficult.

B. The Perfectionist

Perfectionists frequently suffer significant levels of anxiety, doubt, and worry, particularly when they set extremely difficult goals for themselves that they cannot meet. Rather than celebrating their accomplishments, a perfectionist would focus on areas where they could have done better.

C. The Natural Genius 

Natural geniuses can learn many new talents quickly and readily, but when faced with a difficult goal, they may feel ashamed and inadequate.

D. The Soloist

The soloist is a dedicated individualist who wants to work independently. The soloist may be afraid that asking for help will expose their inadequacy. They may refuse and discourage help in order to show their self-worth.

E. The Superhero 

The superhero frequently shines because  of tremendous effort and overwork. This person is more prone to burnout, which impacts physical and mental health and interpersonal relationships.

How to Overcome Imposter Syndrome?

Forbes Coaches Council shares 15 ways to deal with imposter syndrome. Let’s discuss them one by one.

#1 Never go away from the reality

The first step to getting over imposter syndrome is to become aware of your negative beliefs. You know, the ones where you assume your coworkers think you’re stupid and take every scowl or lack of lunch invitations as confirmation of that truth.

When this type of thinking arises, it is critical to acknowledge it as a thought rather than a fact. Rather than getting drawn into negative thinking, make it a self-affirming statement.

Our emotional state impacts our perception. If you’re worried about a tight deadline or a difficult assignment, worry and self-doubt may be your go-to emotions. You must accurately notice your own feelings and triggers in order to develop effective coping techniques.

#2 Understand your strengths and weaknesses

It’s easy to become so preoccupied with your to-do list, overflowing emails, blunders, and flaws that you overlook your own talents and accomplishments. Make another list, this time of all the abilities and accomplishments that make you particularly qualified for your job, so it’s at the forefront of your mind when you’re having a terrible day.

Another technique to protect yourself from negative thinking is to keep a work notebook in which you record any good comments you receive. According to Steve Pritchard, a human resources consultant for the clothing brand Ben Sherman, creating an email folder to organize all the positive emails you receive from colleagues and clients is a good idea.

#3 Create a support network to get over imposter syndrome

The worst thing that people suffering from imposter syndrome can do is isolate themselves from honest and affirming comments from others. But that doesn’t help much. Instead, work hard to develop relationships with your coworkers so that you have somebody to go to lunch with and count on for advice, especially as a newbie.

Another relationship you should cultivate is with your boss. Don’t wait until your yearly performance evaluation to acquire your boss’s opinion on your job. Inquire about what you’ve done well and what you could improve on.

It is normal to not know everything whenstarting a new job or a new career. Managers value someone who is curious, eager to learn, and asks insightful questions.

Once you’ve established a trustworthy network, you won’t be hesitant to seek advice from your coworkers if you’re unclear on how to approach a task. Instead of being stuck and feeling like an imposter, seek assistance if you are unsure what to do.

#4 Gather as much knowledge as possible

Overcoming imposter syndrome will not happen quickly, but there are definite steps you can take to avoid it. Do you know the expression “knowledge is power?” That is correct. The more you understand about your job and industry, as well as your professional development, the more power you will have at your disposal. And when you have power, you won’t allow imposter syndrome to hold you back any longer.

#5 Find ways to boost yourself on your own

“Nothing succeeds like success,” they say. You can regain your confidence by recalling all the ways you’ve made a difference. List your most significant achievements. Where have you made an impact? When was the last time you contributed significantly? What was your most recent big win? This will assist you in seeing yourself as others view you—as a valuable contributor who deserves to be in the room.

#6 Look for a mentor

At some point in their work, everyone finds themselves in a new scenario. Finding a competent mentor who has experienced it before can make all the difference. As an experienced person, the mentor can offer strategic ideas, support, encouragement, and constructive criticism based on their own experience, as well as act as a sounding board.

#7 Develop Self-Awareness

To begin, boost your confidence by not succumbing to impostor syndrome. By increasing your self-awareness, you can detect the early signals of impostor syndrome in your thoughts and replace them with confidence-building notions. Without a high level of self-awareness, self-defeating thoughts will invade and take over your mind before you know it. 

#8 Look for Confidence Outside of the Workplace

Everyone may boost their confidence in a variety of ways, not only at work. They can participate in extracurricular activities through professional organizations, children’s sports, nonprofits, and so on. They can establish teams, hone their leadership skills, and acquire confidence by organizing and directing programs, initiatives, and events. These abilities translate nicely back into the workplace.

#9 Acknowledge the feelings, validate them, & then let them go

Just because your interpretations of an incident are stories (rather than facts) does not invalidate your sentiments. Ignoring your emotions isn’t the answer to overcoming imposter syndrome. Rather, the best method to combat this sensation is to accept that you’re feeling bad, verify that it’s okay, and then let those sentiments go if they’re unfounded.

#10 Face it

Sometimes confronting imposter syndrome is the best way to combat it. Celebrate the next time you feel you’ve performed something well! Share your accomplishment with your team if you feel comfortable doing so.

When you accomplish an excellent job, it does not confine you to doing this. Make a list of the traits and skills you have. These can be specific to your role, such as being an excellent salesperson, or more general to who you are, such as always being available to your team members.

What Must Organizations do to Avoid Employees Experiencing Imposter Syndrome?

  • Employers must promote affirmation and recognize achievements in the workplace.
  • Create an inclusive culture in which people feel safe speaking up without fear of being labeled as inept.
  • Show your staff what it’s like to work as a human being by demonstrating good stress management, self-compassion, and empathy.

The Upside of Imposter Syndrome

There are a number of existing recommendations to help workers try to overcome their imposter syndrome feelings. However, an article titled “The Hidden Uupside of Imposter Syndrome” on the BBC shows that the true purpose should be to challenge the underlying belief that imposter syndrome is harmful.

The article further states that imposters can surpass their non-imposter peers in interpersonal skills by leaning into emotions of inadequacy. Instead of resisting or overcoming imposter syndrome in the workplace, they put extra effort into communication, which ultimately benefits them in the long run.

Frequently Asked Questions

Q1. What is an example of imposter syndrome?

Here is an example of what it’s like to experience imposter syndrome: You’ve been in a certain role for a few months, but when others refer to you by your formal title, you feel like a phony since you haven’t mastered it.

Q2. How do I stop feeling like an imposter at work?

Discuss it. There is no award for coping with imposter syndrome alone, so seek help from reliable friends or coworkers. Many people suffer from impostor syndrome, although it is usually kept a secret. Use those in your trusted circle as sounding boards for your own impostor beliefs.

Q3. Should I tell my boss that I have imposter syndrome?

According to a recent HubSpot study, 69% of employees who suffer from imposter syndrome seek positive and useful comments about their performance. Speaking with your boss/manager can assist you in working toward your goals and breaking them down into small tasks to tackle one at a time.

Q4. What triggers imposter syndrome?

Imposter syndrome is most likely caused by a combination of variables, including personality qualities and family history. According to one idea, imposter syndrome is found in households that place high importance on accomplishment above all else.

Q5. How do you treat someone with imposter syndrome?

First, validate your coworkers/employees as human beings with inherent worth and accept them unconditionally. Second, acknowledge and applaud their accomplishments.

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How to Integrate Your DEI Strategy into Your Business

Do you want to create a workspace where every individual feels empowered? DEI might be the way to go. It helps you build a safe, happy workplace where everyone feels like they belong. In today’s evolving business landscape, Diversity, Equity, and Inclusion are the parameters human resource management must employ in their daily routine. It has become the key indicator to identify the most supportive and progressive companies. 

A recent survey has reported that 81% of employees check out the company’s vision for DEI before applying for a job. Hence, crafting a robust DEI strategy is imperative for businesses across various domains. It positions the organization at the forefront of every candidate’s consideration and propels the company to outperform its competitors.

Read on to learn how to incorporate diversity, equity, and inclusion into your business practices!

What is DEI?

Diversity, Equity, and Inclusion (DEI) is a framework within an organization that encourages the fairness and complete participation of all individuals in the business.

  • Diversity – Eliminating differences between people in the aspect of gender, age, nationality, religion, identity, disability, and more
  • Equity – A concept acknowledging certain factors are privileges for some and hindrances for others
  • Inclusion – A culture where every employee feels accepted, seen, and valued

Drafting a holistic DEI strategy is now integral to every business’s progress and success. The plan also helps businesses enhance employee experience, eliminating any obstacles employees face in their workplace. 

How to Implement DEI Strategies in the Workplace?

How to integrate DEI into your business strategyMore companies are seeking ways to sustain DEI in their workspaces, and for good reasons. From diversity in the recruiting process to manifesting gender pronouns, there are numerous ways to implement DEI strategies into your business practices. Here, we have listed six effective ways to help you create a DEI-safe workplace environment.

A. Define goals for the DEI strategy

The initial step in implementing a DEI strategy in your workplace is to clearly define and set goals. Identifying specific, measurable objectives is crucial. Some common goals with significant impact may include:

  • Promoting unbiased representation of employees at multiple levels in the company
  • Providing training and promotion opportunities for marginalized and underrepresented groups
  • Employing equity in the workplace culture practices regarding promotion, salary, and more

B. Harness diversity in the hiring process

Fostering a diverse and equitable hiring approach should encompass a range of abilities, genders, skills, ethnicities, and individuals from all identities. The strategy aims to minimize biases and actively support candidates from underrepresented groups. Establishing such an inclusive workforce within an equitable environment not only allows individuals to shine but also contributes to enhancing your bottom line.

C. Get feedback from Employees

In today’s DEI-emphasized corporate landscape, every organization should acknowledge the significance of diversity, equity, and inclusion. Consequently, engaging with your employees to gather feedback on every aspect of your business at the appropriate times becomes imperative. This approach facilitates the creation of a more inclusive workspace, informed by the perspectives of those for whom the strategy is implemented and who are most impacted by it. By doing so, you can establish comprehensive diversity policies, fostering open communication and improving practices within the workforce.

D. Encourage collaboration

Promoting teamwork with people from diverse backgrounds results in a better learning experience. Collaboration in the workplace ensures inclusion and workforce diversity. It will help you build a centralized community in the office, making everyone feel valued. Moreover, you can drive commitments to DEI by getting employees at every level involved to make long-lasting changes.

E. Reinforce DEI with training programs

Employees play a crucial role in fostering a more inclusive workplace by adapting their habits, mindsets, and behaviors. Organizing a comprehensive training program becomes instrumental in raising awareness and actively promoting Diversity, Equity, and Inclusion (DEI). This program should encompass themes such as thinking and acting inclusively, managing unconscious bias, and preventing stereotypical judgments and microaggressions.

F. Drive communication and recognition

Employees feel safe and confident enough to speak up and engage when organizations encourage open communication at all levels. In addition, recognizing employee performance and celebrating the success of individuals, teams, and the entire organization also helps. This effort should ensure that appreciation does not go to certain classes or backgrounds of employees; instead, recognition should be based on merit and performance.

How does DEI Inspire Your Business Strategy?

Across the board, diversity and inclusion in the workplace influence the growth of employers and employees positively. Let’s explore how DEI inspires your business strategy and results in successful outcomes.

A. Expanded reach and customer base

DEI strategy is imperative for your business as it aids in expanding your market reach and achieving a broader customer base. Embracing workforce diversity allows you to understand the needs of diverse customer groups.

Inclusion in the workplace, both internally and externally, will create trust and loyalty among consumers, despite their various backgrounds. Your commitment to DEI will make your potential customers feel valued, respected, and heard. This will ultimately foster brand loyalty and drive excellent business growth.

B. Better talent acquisition and retention

The process of attracting and retaining top talent is vital to ensuring the long-term growth of your organization. In a competitive market, job seekers actively seek out high-performing companies that prioritize workforce diversity. Simply put, it will promote a sense of belonging, boost productivity, and reduce turnover rates.

According to a survey by Better Up, organizations championing Diversity, Equity, and Inclusion (DEI) initiatives witness a 56% increase in job performance, a 50% decrease in turnover, and a 75% decrease in sick days among employees. Embracing a DEI strategy not only enhances financial performance but also significantly contributes to increased employee engagement and improved retention rates.

C. Promotes global competence

Businesses in today’s world are interconnected to keep up with the pace of global marketing. Cultural complexity and communication skills are vital to success in any international venture. Boston Consulting Group has found that organizations with a DEI strategy have witnessed over 19% higher revenue with more engaged employees.

Integrating DEI strategy into your business practices will enable you to navigate through these cross-cultural events, build meaningful relationships, and adapt your services or products to diverse markets.

D. Alleviation of risk and reputation management

Ignoring the importance of DEI strategy may adversely affect your organization’s bottom line. In the age of digital media and increased public awareness, supporting discriminatory practices can cause potential reputational damage to an organization.

However, opting for equity and inclusion in the workplace helps reduce the risk of a negative reputation. Proactively implementing workplace diversity and inclusion will protect your brand image in the market and position you as a responsible corporate leader.

Summing Up

The societal landscape is continually evolving, marked by significant shifts and an increased emphasis on equality and inclusion in the workplace. The paramount goal of establishing a Diversity, Equity, and Inclusion (DEI)-inclusive environment is to embrace every background, culture, and perspective. Beyond moral and ethical considerations, businesses recognize that DEI yields diverse predictive insights in both employee and customer aspects.

At Engagedly, we understand the complex challenges of implementing the DEI strategy into your business practices. With extensive experience and knowledge, our team offers customized solutions to help you navigate this essential journey. We offer training and guidance to assist your organization and employees in embracing diversity, instilling equity, and fostering inclusion, thereby unlocking the numerous benefits it brings.

Talent Management

Frequently Asked Questions

  • How do you implement DEI in a company?

While implementing DEI initiatives, every step requires adequate preparation time for success. The necessary steps include analyzing the starting point, defining goals, choosing the chief diversity officer as a leader, assessing resources, and measuring success.

  • Why should organizations focus on DEI strategy?

Experts have revealed that the DEI strategy has the potential to increase sales revenue and profits and improve the customer base. Diversity, equity, and inclusion (DEI) is the right thing to do to promote a better workspace for employees.

  • What are the benefits of implementing DEI initiatives in the organization?

Implementing Diversity, Equity, and Inclusion (DEI) initiatives in an organization yields numerous benefits, including enhanced employee performance, reduced turnover, improved innovation, increased customer satisfaction, and strengthened organizational reputation. Additionally, DEI fosters a more inclusive and equitable workplace, contributing to overall business success.

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Future of Work and DEI in the Workplace Today – Engagedly

A survey by Valuvox across 11 Indian cities found that 77% of business owners believe that not prioritizing Diversity, Inclusion, and Belonging (DI&B) could negatively impact their organization’s growth and performance. With today’s workplace reinventing itself, it wouldn’t be wrong to say that diversity, equity, and inclusion will become more than buzzwords in the coming years. They will be integral to building a healthy and prosperous workplace culture.

Till now, many organizations have considered DEIB as a part of compliance and primarily engage in these efforts to avoid legal challenges. However, today’s businesses have begun to understand that embracing diversity is a moral imperative and pivotal to their bottom line. 

This blog delves into the critical significance of embracing Diversity, Equity, and Inclusion (DEI) in the workplace, exploring its future outlook in 2024. 

Also read: Building Diversity and Inclusion In Your Workplace

Diversity and Inclusion in the Workplace

Workplace diversity encompasses the inclusion of individuals from diverse racial, ethnic, and cultural backgrounds, extending beyond gender, social status, and ethnicity. It signifies a commitment to fostering an environment where everyone is respected and valued.

Additionally, an inclusion program cultivates a workplace culture that prioritizes respect, acceptance, and value for every employee. This practice encourages mutual respect, amplifies diverse voices, and invests in the personal and professional growth of all employees.

A study by Forbes reveals that companies ranking high in gender diversity outperform their competition by 15%. The results get even better for companies that practice ethnic diversity (employees from various cultural and diverse backgrounds). They showcase performance that is 35% higher than their competitors.

In addition to making everyone feel good, a diverse and inclusive workplace helps businesses find top talent, expand into new markets, and develop truly innovative ideas!

Also read: Diversity vs Inclusion in the Workplace: What’s the Difference

What is the Future of DEI in the Modern Workplace?

Future of DEI in the workplaceStudies show that a diverse workforce often performs better than their less diverse counterparts. A Gartner report suggests that nearly 75% of businesses with decision-making from diverse­ and inclusive backgrounds surpass their financial goals. The research further concluded that teams e­mbracing gender diversity and inclusion outperform te­ams with less diversity by 50%, on average­.

A company’s commitment to DEI can result in even more benefits than just propelling revenue and building effective teams. Implementing effective diversity, equity, and inclusion workplace practices also helps organizations gain an edge over competitors by targeting a vast talent pool and fostering innovation. 

Also read: How To Build A Workplace Culture That Works For Your Organization

However, with today’s workforce transitioning to hybrid work models, businesses must create a respectful work environment that aligns the culture and values of employees with those of the organization. Below are seven effective ways to make your organization future-ready for DEI.

7 Ways to Make Your Organization Future-Ready for DEI

As businesses formulate distinctive growth strategies in the aftermath of recent challenges, here are a few ways to make your workplace future-ready with a robust DEI program for tomorrow.

1. Use the power of storytelling

When individuals narrate their stories, it helps them connect with other people. Storytelling can be an integral part of every culture. To make the workplace inclusive and authentic, employees must communicate their stories and be willing to engage in open dialogue in their personal and professional lives. Employers must provide a safe platform where workers can get to know one another.

Also read: How Internal Communications Can Align Your Employees with Organizational Goals?

2. Mitigate unconscious bias

Organizations willing to start their DEI journey must begin by identifying and naming the types of biases that are most likely to occur. Managing these unconscious biases (for example, stereotyping an individual based on previous incidents or experience) can only be achieved by focusing on changing systems and not only individuals. 

Employers must educate their employees about correcting one’s unconscious prejudice. Hiring a DE&I consultant to educate a company on inclusion, sensitivity training, and unconscious bias can be a smart initiative. Although the process requires steady yet continuous education, the time and effort are well worth it. 

Also read: 9 Ways To Tackle Unconscious Bias At Work

3. Build an inclusive recruitment strategy

Making the hiring process inclusive increases the potential of your business, fosters a productive team, and contributes to the community. Here’s how businesses may integrate inclusion strategies into their hiring practices:

  • Hiring managers and HR professionals should be trained to select, evaluate, and retain diverse employees.
  • Expand your resource base by encompassing a wider range of populations and talent pools.
  • Establish fair screening and shortlisting procedures.Take the help of employee resource groups (ERGs) in hiring/interviewing.

4. Provide safe spaces for employees

Being an inclusive workplace also means respecting employees’ privacy and security. For instance, gendered restrooms may cause discomfort for transgender and gender-nonconforming personnel.

On a larger scale, inclusive settings may be created by simply socializing. Provide opportunities for employees to interact with one another by hosting team lunches and other casual events. The business can create a network or support group for employees inside the office to help them connect with others and share their experiences.

Giving workers a forum and networking opportunities creates a secure, welcoming atmosphere where they can start dialogues and discuss issues significant to their community.

Also read: How To Make Your Workplace Disability-Friendly?

5. Approach employee resource groups (ERGs).

ERGs are all about bringing together people with similar backgrounds or interests. They usually concentrate on “mainstream” groups, including the LGBTQ+ community, Black people, Asian Americans, and others. However, businesses should also consider ERGs for other groups, such as single parents, persons with disabilities, and parents of children with disabilities.

Also read: Diversity and Inclusion In The Workplace: Benefits

6. Invest in technology to promote DEIB

As remote and hybrid work cultures, virtual reality, and artificial intelligence become more common, businesses are developing innovative ideas to promote DEIB. For instance, several large firms, including Walmart, Ford, and Coca-Cola, are utilizing virtual reality technology to assist employees in seeing many points of view and comprehending how their actions affect others.

Investing in technology that monitors remote work cultures can also help employee engagement. For example, new mothers who find it too early to return to the office due to personal distress can resume working from home after maternity leave. This will help the mother care for her child and help the business retain talent.

Also read: How AI is Enabling Cloud-based SaaS Applications for Remote Work

7. Prioritize training and development

For a firm to expand and succeed sustainably, talent development is essential. To develop the potential of their personnel and create inclusive work cultures, businesses need to invest more in training and development. It is crucial to offer ongoing learning opportunities about empathy, communication, giving and receiving feedback, building trust, psychological safety, being an upstander, and everything else that goes into fostering a respectful workplace culture.

Summing Up

While studies have consistently demonstrated the competitive edge of companies with DEI strategies, recent times underscore the critical need for global egalitarianism and interconnectedness. Organizations fostering a robust DEI culture not only navigate pandemic-related challenges more effectively but also stand out prominently, aligning with the growing emphasis placed by workers and regulators on the value of diversity, equity, and inclusion.

Driving organizational growth while implementing an impactful DEI can be challenging, but far from impossible. It requires strategic focus and effort, just like any other business imperative. If you plan to best use your diversity, equity, and inclusion budget and gauge its impact on organizational performance, consider an integrated performance management solution. Engagedly is a cloud-based integrated performance management tool that assists in drafting transparent performance measurement strategies and managing your diverse workforce efficiently. Book a personalized demo to learn more about Engagedly.

Frequently Asked Questions

Q1. What are the key focusing areas while setting future budgets for diversity and inclusion programs?

A company must identify the following workplace diversities: cultural diversity, racial diversity, gender diversity, physical disabilities, and diversity in interests.

Q2. What is the difference between equity and equality?

While equity refers to universal fairness, equality advocates uniformity. In an environment where equality is valued, it is considered that everyone is starting from the same position.

On the other hand, equity is a workplace practice that ensures optimal access and opportunity for all people, with a prime focus on promoting policies and practices that benefit everyone across the organization. Equity recognizes the different situations, backgrounds, and issues affecting some of us more than others and strives to establish policies that are fair to them and everyone else.

Q3. What are some of the challenges of DEI in the workplace?

Transparency, senior leadership, budget limitations, and insufficient benchmarks for comparing the program’s effectiveness are some of the major challenges of DEI in the workplace.

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Women Business Leaders You Should Know About Leading Great Teams

When women are empowered to lead, businesses and the economy flourish. A 2016 survey by the Hay Group found that women outperform men in 11 emotional intelligence traits. These included emotional self-awareness, empathy, conflict management, flexibility, teamwork, and more. These skills are essential to becoming a good leader at work. Decades of studies have proven the role of women leaders in enhancing productivity, collaboration, organizational dedication, and workplace fairness.

Despite the exceptional skills a woman leader brings to an organization, only 10% of Fortune 500 companies are led by women. Women continue to confront higher obstacles to success and authority in the 21st century than their male colleagues. However, despite these challenges, women are slowly yet steadily moving up the career ladder. This blog aims to celebrate women making strides and setting an example for other women with a business idea or wanting to grow up to be leaders.

Female Leadership in the Workplace 

Women leaders in the workplaceAs stated earlier, women taking over leadership can have metamorphic effects on organizational performance. Studies have supported the notion that female leaders exhibit transformational leadership skills. Additionally, the simple fact that a female leader is in a position of authority is a beacon illuminating the way to progress and upward mobility. It fosters trust, innovation, and fair treatment in an organization.

An analysis by McKinsey & Company reported that increasing gender diversity at the senior executive level contributed to the highest performance increase in their data set. For every 10% increase in gender diversity, EBITDA rose by a glaring 3.5%.

Also read: This Study Says That You Should Hire More Female Leaders

Importance of Female Leadership

Women are blessed with a unique set of skills and creative talents. Effective solutions are fueled by the structural and cultural distinctions that female executives bring to the table. Their creative standpoint and exceptional awareness enable them to study and uncover the finer details that others may miss. Following are the six ways female leadership benefits an organization:

  • Enhanced Teamwork 

Women exhibit passion, zeal, and the capacity to assume control of a situation when necessary. They are considered good leaders as they exhibit the ability to make audacious yet prudent choices when promoting collaboration within the team. Additionally, the ability to inculcate a family-like feel in the team boosts teamwork across the organization.

Also read: Managing Virtual Teamwork in 2023

  • Superior Leadership Values 

A Pew Research Center Social and Demographic Trends survey report outlines that half of the respondents ranked women as more honest than men. Moreover, most respondents believe women are smarter than their male counterparts. In other cases, women were ranked as being more compassionate, outgoing, and creative. These are some of the essential skills that make a great leader.

  • Enhanced Business-Wide Communication  

Communication skills are one of the greatest strengths of women. Female leaders utilize this power to facilitate meaningful conversations with employees, co-workers, customers, and partners, maintaining an open communication stream to promote clarity.

Also read: Tips on Communicating Better in a Hybrid Work Environment
  • Better Financial Decisions

Since more than half of women are responsible for managing their household finances and savings, investing in women leaders is a smart business move. In a workplace study, it was found that 21% of businesses are more likely to experience greater profitability and lower turnover rates when led by a female leader.

  • Better Conflict Resolution 

Women often reflect more and analyze better, which helps them practically resolve most problems. The resolution of disputes is crucial since it affects the team’s energy level. Men are more inclined to take a more linear approach to dispute resolution in the workplace. They are generally competitive and work toward resolving the conflict by compromising and accommodating.

Conversely, women are naturally good at bringing people together and are more aware of potential underlying issues, such as personality conflicts or authority issues. A great female leader will assist people in resolving a problem to enhance relationships among staff members and avoid a recurrence.

Also read: The Delicate Art Of Conflict Resolution
  • Improved Pay Equity 

It is possible today to see the gender pay gap transformed into a gender opportunity gap. Employing more women in leadership roles provides the benefits listed above and helps close the pay gap more effectively. Moreover, when one organization hires women as leaders, other organizations are either inspired or forced to keep up with the trend to satisfy customer and employee expectations.

Famous Business Leaders and Their Leadership Styles 

Shattering glass ceilings and challenging traditional barriers, here are the five inspiring female business leaders who took risks, persevered, and paved their way to success.

  • Susan Wojcicki, YouTube 

Susan Wojcicki took charge of YouTube, an online video-sharing and social media platform, in 2014. She made her way to one of today’s highest-performing female CEOs. The American business executive is enriched with strong analytical knowledge and innovative thinking.

Her innovative leadership style drove YouTube towards innovation, cultivating a culture of creativity and a conducive work culture. Some innovations proposed under Susan Wojcicki’s leadership that propelled the company’s success are AdSense, the doodles on Google’s homepage, Google Analytics, DoubleClick, and AdWords.

Susan Wojcicki understands the idea of teamwork and encourages employees to add value to the organization by working on new ideas or reworking an existing one. She values and carefully considers all recommendations or suggestions from team members, implementing those that she deems beneficial for the organization. 

  • Falguni Nayyar, Nykaa 

Falguni Nayar, a self-made billionaire, is among India’s top 20 wealthiest people. Her strong belief in taking risks and experimenting with business ideas helped her business scale to new heights.

As a leader and successful businesswoman, Ms. Nayyar has always participated actively in the various aspects of the business, from drafting the overall business strategy to building growth through new initiatives, technology, marketing, and commercial strategy, all while cultivating a customer-oriented business. Her agile methodology and open-minded approach have adeptly guided the company through the challenges posed by the pandemic.

  • Kiran Mazumdar-Shaw, Biocon 

Kiran Mazumdar-Shaw is another self-made woman, ranked among India’s richest women. She is the chairperson of Biocon Limited, a leading biopharmaceutical company. She is a visionary leader, inspiring thousands of women aspiring to become entrepreneurs. Her managerial approach promotes employee engagement and empowerment. Her leadership has cultivated a culture of creativity, excellence, and diversity.

  • Melanie Perkins, Canva 

Canva, the graphic design platform, has helped hundreds of Fortune 500 companies create professional-looking designs. Its co-founder and CEO, Melanie Perkins, is just 34. What’s more interesting is that Perkins was 19 when she first pitched this business idea of an online platform that makes it easy and free to create designs and templates.

Her ability to spot sticking points in industries and her commitment to offering a platform that allows easy creation of custom graphics helped her company reach a valuation of $40 billion. Furthermore, she upholds the values of compassionate leadership and social responsibility, exemplified by the significant portion of the company’s profits dedicated to charitable causes.

  • Tricia Griffith, Progressive 

Tricia Griffith, CEO of Progressive Corporation, is known for her innovative ideas and speaking honestly about women’s challenges in the corporate workplace. Under Griffith’s leadership, Progressive ranked among the top companies in diversity and inclusion.

Tricia played a crucial role in reshaping the company’s human resources department. She helped the company embrace diversity and introduce employee engagement programs, including employee resource groups. Her strategy to cultivate an inclusive culture paid off, and the business started witnessing revenue soaring under her leadership.

Also read: How To Add More Women in Leadership Roles

Summing Up 

In recent decades, workplaces have recognized the importance of gender equality and inclusivity, highlighting the necessity of bridging the employment gap between men and women. Despite considerable progress, there remains room for improvement. It’s crucial for organizations to implement enhanced policies and opportunities for women to address this challenge effectively.

A robust performance management software is one such solution that offers an unbiased and effective solution to managing performance, helping women rise in organizations based on their merit. Engagedly offers a platform that effectively streamlines HR processes to ensure everything remains on track. It offers centralized goal-setting and tracking, keeps goal progress auto-updated with native integrations, and provides real-time visibility into performance review cycles, mitigating the risk of gender bias.

Frequently Asked Questions

Q1. How does gender inequality hamper the progress of an organization?  

Workplace gender inequality hinders innovation and productivity. When women employees aren’t appreciated and their distinct perspectives are ignored, the company misses out on a powerful competitive advantage – fresh ideas and innovation. Women contribute diverse insights and experiences crucial for fostering new idea generation and effective problem-solving.

Q2. What are some of the initiatives that organizations can take to help develop women leaders? 

Organizations can take the following initiatives to encourage qualified women to take on leadership roles.

  • Flexible working options to help women have a more balanced work-life equation.
  • Training and tools to tackle gender bias, negotiate salaries, etc. Female mentors can empower women with this knowledge to help them climb the corporate ladder. 
  • Identify and address unconscious biases to improve employee satisfaction.

Q3. How do employee resource groups help in reducing gender disparity in organizations?

Employee Resource Groups (ERGs or affinity groups) are voluntary, employee-led, and interest-based groups created to build a diverse, inclusive workplace aligned with their organizations. Women’s ERGs, particularly help in ensuring equality for women employees. This, in turn, fosters diversity, reduces gender disparity and promotes effective team building.

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How To Set Meaningful DEI Metrics?

Creating a diverse, equitable, and inclusive workplace has become a top priority for organizations worldwide. Numerous studies have shown that investing in diversity, equity, and inclusion (DEI) can lead to improved financial performance, innovation, and employee engagement.

To accelerate progress and drive meaningful change, organizations must focus on setting and tracking meaningful DEI metrics. These metrics can help identify gaps, measure the effectiveness of DEI initiatives, and ensure accountability.

What are DEI metrics?

Diversity, equity, and inclusion (DEI) metrics are quantitative and qualitative measurements used to assess an organization’s progress toward creating a more inclusive and equitable work environment. These metrics can encompass various aspects of workforce diversity, such as gender, race, ethnicity, age, sexual orientation, and disabilities, as well as evaluate policies and practices that promote fairness and equal opportunities.

Setting meaningful DEI metrics is crucial for organizations to effectively address issues related to diversity, equity, and inclusion. 

A McKinsey study in 2020 found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability. 

Furthermore, companies in the top quartile for ethnic and cultural diversity outperformed those in the bottom quartile by 36% in terms of profitability. By establishing clear DEI metrics, organizations can not only improve their financial performance but also enhance employee engagement, foster innovation, and attract top talent.

5 Key Steps in Setting Meaningful DEI Metrics

how to set meaningful DEI metricsTo set meaningful DEI metrics, organizations should follow these key steps:

  1. Assess the current state: Conduct a thorough analysis of the existing workforce and organizational culture to identify gaps and areas for improvement.
  2. Define clear goals: Establish specific, measurable, attainable, relevant, and time-bound (SMART) objectives to address identified gaps.
  3. Select relevant metrics: Choose a mix of quantitative and qualitative metrics that align with the organization’s goals and values.
  4. Collect data: Use various data collection methods, such as surveys, focus groups, and performance reviews, to gather accurate and unbiased information.
  5. Analyze and track progress: Regularly monitor and analyze the data to evaluate the effectiveness of implemented initiatives and adjust strategies as needed.
  6. Communicate results: Share progress with employees and stakeholders to maintain transparency and foster a culture of continuous improvement.
Also read: Best Employee Recognition Ideas For 2024

1. Understanding the Landscape

A. Identifying the current state of DEI in the organization 

Before setting DEI metrics, it is essential to understand the existing landscape of diversity, equity, and inclusion within the organization. This involves gathering data on workforce demographics, representation across different levels and departments, and analyzing existing policies and practices that impact DEI. 

For example, a 2021 study by McKinsey & Company revealed that women held only 24% of C-suite positions, while people of color occupied just 21% of these roles.

B. Analyzing the data to understand

Once data is collected, organizations should analyze it to evaluate their current DEI status. This involves comparing the organization’s workforce demographics with industry benchmarks, regional demographics, or best practices from similar organizations. 

For instance, the World Economic Forum’s 2020 Global Gender Gap Report found that it would take 99.5 years to close the gender gap in the global workforce, highlighting the need for more proactive measures to promote gender equity.

C. Conducting surveys or focus groups to identify areas for improvement 

In addition to demographic data, organizations should also gather qualitative information to gain insights into employee experiences and perceptions of the workplace culture. This can be achieved through surveys or focus groups that focus on topics such as inclusion, fairness, and opportunities for growth. 

For example, Google’s 2014 internal study, Project Aristotle, found that psychological safety, a sense of belonging, and being able to take risks without fear of retribution were among the most critical factors for team success. By conducting such research, organizations can better understand areas for improvement and design targeted initiatives to address DEI challenges.

Also read: Top 20 Essential Pulse Survey Questions You Should Ask in 2024

2. Setting Clear and Measurable Goals

A. Identifying specific and measurable goals 

To create a more inclusive and equitable work environment, organizations must establish specific and measurable goals that align with their values and culture. For instance, Intel set a goal in 2015 to achieve full representation of women and underrepresented minorities in their U.S. workforce by 2020. By setting clear objectives, organizations can ensure that their DEI initiatives are targeted and focused, leading to tangible improvements.

B. Defining clear timelines and targets to achieve the goals

Defining clear timelines and targets is essential for tracking progress and maintaining momentum. These targets should be specific, measurable, attainable, relevant, and time-bound (SMART). 

For example, Salesforce announced its Racial Equality and Justice Task Force in 2020, with a goal to increase the representation of black employees in the U.S. workforce by 50% by 2023. By setting a clear deadline, organizations can ensure accountability and commitment to achieving their DEI objectives.

C. Assigning accountability for achieving the goals 

Assigning responsibility for achieving DEI goals is crucial for ensuring progress and fostering a culture of accountability. This can involve assigning specific individuals or teams the responsibility of driving DEI initiatives and holding them accountable for the outcomes. 

For example, Johnson & Johnson created the position of Chief Diversity, Equity, and Inclusion Officer to oversee the implementation of DEI initiatives across the organization. By establishing clear lines of accountability, organizations can ensure that their DEI goals are prioritized and actively pursued.

3. Identifying the Appropriate Metrics

A. Selecting metrics that are relevant and align with the organization’s DEI goals

Choosing the right metrics is essential for effectively measuring progress and evaluating the impact of DEI initiatives. Organizations should select metrics that are relevant to their specific DEI goals and reflect the unique aspects of their workforce and industry. 

For example, Accenture set a goal to achieve a gender-balanced workforce by 2025, and they track the percentage of women at different levels within the organization to monitor their progress.

B. Ensuring that the metrics are measurable, meaningful, and actionable 

It is vital to ensure that the chosen metrics are not only measurable but also meaningful and actionable. This means that the metrics should provide insights that can be used to drive improvements in DEI initiatives. 

For instance, the Harvard Business Review suggests measuring inclusion by tracking employee engagement and satisfaction scores and comparing them across different demographic groups to identify any disparities. By choosing metrics that offer valuable insights, organizations can take targeted actions to address identified gaps and drive meaningful change.

C. Choosing metrics that reflect the diversity of the workforce and address any disparities 

To effectively promote diversity, equity, and inclusion, organizations should select metrics that represent the multifaceted nature of their workforce and address any disparities. This can involve tracking a combination of quantitative metrics, such as representation across different levels and departments, and qualitative metrics, like employee perceptions of fairness and inclusivity. 

For example, Deloitte measures the impact of their DEI initiatives using a Diversity and Inclusion Index, which combines various quantitative and qualitative metrics to provide a comprehensive picture of their progress. By adopting a holistic approach to measuring DEI, organizations can better understand the nuances of their workforce and create more inclusive environments.

Also read: Building a Culture of Accountability: The Role of Talent Management Software

4. Developing and Implementing DEI Metrics

A. Creating a framework for tracking and reporting on DEI metrics 

To effectively track diversity and report on DEI metrics, organizations should establish a framework that outlines the key metrics, data collection methods, and reporting frequency. 

For example, Adobe uses its annual Adobe For All Report to share its progress on diversity and inclusion metrics, which provides transparency and demonstrates the company’s commitment to fostering an inclusive culture

By creating a structured approach, organizations can ensure that DEI metrics are consistently monitored and evaluated.

B. Developing a communication plan 

A well-structured communication plan is crucial for raising awareness of DEI metrics and their significance within the organization. This can involve sharing the metrics through internal channels  such as newsletters, company-wide meetings, or intranet updates. 

For instance, IBM regularly communicates its diversity and inclusion initiatives and progress through its “Inclusion in Action” series, highlighting the company’s efforts to foster a diverse and inclusive work environment. By keeping employees informed, organizations can cultivate a culture of shared responsibility and commitment to DEI goals.

C. Implementing the metrics and collecting data on a regular basis 

Once the DEI metrics are defined and a framework is in place, organizations should implement the metrics by collecting data regularly. This can involve leveraging existing data sources, such as human resources records, or using new data collection methods like surveys or focus groups. 

For example, Google uses its annual Employee Engagement Survey to gather insights on employee experiences and perceptions of diversity and inclusion. By consistently collecting data, organizations can ensure they have accurate and up-to-date information to track progress and make informed decisions.

D. Analyzing the data to identify areas for improvement and make necessary adjustments 

Regular analysis of the collected data is essential for identifying areas for improvement and making necessary adjustments to DEI initiatives. This can involve comparing the organization’s performance against set targets, industry benchmarks, or best practices to identify any gaps or disparities. 

For example, after discovering a gender pay gap in 2014, Salesforce conducted an annual pay audit and invested over $10.3 million to eliminate it, demonstrating the importance of analyzing data to drive meaningful change. By continuously evaluating DEI metrics, organizations can ensure their initiatives remain effective and impactful.

5. Evaluating and Reporting Progress

Consistent evaluation of progress toward the organization’s DEI goals and metrics is crucial for maintaining momentum and identifying areas for improvement. This can involve setting regular milestones or checkpoints to review the data and assess the effectiveness of the implemented initiatives. 

For example, Unilever conducts an annual review of its DEI progress, which includes tracking representation, pay equity, and employee engagement metrics.

A. Sharing progress updates with employees and stakeholders 

Transparency is key when it comes to reporting progress on DEI goals and metrics. Organizations should share updates with employees and stakeholders, such as board members, investors, and customers, to maintain accountability and demonstrate commitment to fostering a diverse and inclusive work environment. 

For instance, Microsoft publishes an annual Diversity and Inclusion Report that outlines its progress, initiatives, and future goals, ensuring transparency and fostering trust among stakeholders.

B. Celebrating successes and identifying opportunities for improvement 

Recognizing and celebrating successes in achieving DEI goals is vital for reinforcing the organization’s commitment to diversity, equity, and inclusion. This can involve acknowledging individual or team contributions, sharing success stories, and highlighting the positive impact of DEI initiatives. 

For example, Bank of America celebrates its Global Diversity and Inclusion Awards annually, recognizing employees and teams that have made significant contributions to promoting diversity and inclusion within the company. 

At the same time, it’s important to identify areas for improvement and opportunities to drive further progress.

C. Making necessary adjustments to ensure continued progress 

As organizations evaluate their progress, they may need to make adjustments to their DEI initiatives to ensure continued progress. This can involve refining existing goals and metrics, revising strategies, or implementing new initiatives based on the insights gained from the data analysis. 

For example, after identifying a need for greater gender diversity in leadership positions, General Motors introduced its “Take 2” program, which provides training and resources for women re-entering the workforce after a career break. 

By continually adapting and evolving their DEI efforts, organizations can create more inclusive and equitable work environments over time.


Setting meaningful DEI metrics is essential for organizations that are committed to fostering diverse, equitable, and inclusive work environments. By establishing clear, measurable, and actionable goals, organizations can drive positive change, improve employee engagement, enhance innovation, and ultimately achieve better business outcomes. It is crucial for organizations to not only implement these metrics but also continuously evaluate and adjust their DEI initiatives to ensure sustained progress.

Now is the time for organizations to take concrete steps towards implementing meaningful DEI metrics. By understanding the current landscape, setting clear goals, selecting appropriate metrics, and consistently evaluating and reporting on progress, companies can create more inclusive and equitable workplaces that benefit employees, stakeholders, and the organization as a whole.

Engagedly is a powerful platform that can support organizations in their DEI journey by providing tools and resources to implement and track meaningful DEI metrics. 

Frequently Asked Questions

Q1. How do I set meaningful DEI metrics for my organization? 

A: To set meaningful DEI metrics, you should understand your organization’s current DEI landscape, establish clear and measurable goals, select appropriate metrics, create a framework for tracking and reporting, and regularly evaluate and adjust your initiatives based on the data.

Q2. What are some examples of DEI metrics? 

A: Examples of DEI metrics include workforce demographics, representation at different levels and departments, pay equity, employee engagement and satisfaction scores, and employee perceptions of fairness and inclusivity.

Q3. How often should I evaluate and report on DEI metrics? 

A: It’s essential to evaluate and report on DEI metrics regularly, with many organizations opting for annual or biannual assessments. However, the frequency may depend on the organization’s size, industry, and specific DEI goals.

Q4. How can I communicate my organization’s progress on DEI metrics to employees and stakeholders?

A: You can communicate your organization’s progress on DEI metrics through internal channels, such as newsletters, company-wide meetings, or intranet updates, and external channels like annual reports, press releases, or dedicated web pages showcasing your DEI initiatives and progress.

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Next Generation Women Leaders in the world – 2024

The emergence of women’s leadership has become pivotal in today’s corporate world. From leadership roles to senior managers, female leaders can manage every role on the corporate ladder.

When we look into politics as a profession, names like Angela Merkel, Kamala Harris, and Jacinda Ardern are well-known global female leaders whom the entire world knows. The number of women leaders in every sphere is increasing for sure. But, there is still plenty of room for improvement. 

For generations, we have discussed female leadership while focusing primarily on male leadership experience and ignoring the inequalities in the workplace between men and women. Global female leaders continue to overcome persistent gender biases in the workplace and have often emerged as transformative role models. Their arduous ascent to the top enables individuals to develop extraordinarily while motivating others. This provides no room for debate or skepticism regarding the need for more women in leadership positions.

The Reykjavik Index for Leadership, a yearly study that analyzes how men and women are evaluated in terms of their qualifications for positions of power, revealed that confidence in women leaders has decreased significantly over the previous year. It is the first fall in this metric since 2018, when Kantar Public, a data and advice firm for public policy, began collecting data.

Women in Leadership Position Statistics 

women in leadership rolesAccording to a survey undertaken by the Australian economist Conrad Liveris, there are more CEOs named Andrew than female CEOs. In other words, there were more men than women with the same first name leading Australia’s 200 largest companies.

Another survey by revealed that just 7.2% of Fortune 500 CEOs in the United States are women, and women hold only 25% of C-suite positions in the top 1000 corporations. These numbers demonstrate that the total number of women leaders in the business sector is negligible compared to that of men.

In G7 nations (Canada, France, Germany, Italy, Japan, UK, and the USA), which represent half of the world’s GDP, 47% of respondents said they would be “very comfortable” with a woman serving as CEO of a large corporation in their country. This is down from 54% a year earlier.

Women in National Parliaments and Executive Government Positions

The percentage of women leaders in national parliaments has increased from 11% in 1995 to 26% in 2017. Only 21% of government ministers were women, with only 14 countries having achieved 50 % or more women in cabinets. With an annual increase of just 0.52 %, gender parity in parliamentary positions will not be achieved before 2077.

Rwanda (61%), Cuba (53%), Nicaragua (53%), and Mexico (50%)are the handful of countries where women leaders have an occupancy of at least 50% in parliament.

If you take Europe in the picture, only 15 European countries have at least 40% of politicians in their parliaments. This number goes down to 5 when you take Latin America, Africa, and the Caribbean into the equation. This number is just 1 for  Asia and the Pacific.

Need to Promote Female Leaders in 2024

Creating an environment conducive to the development of women leaders’ abilities is vital. Despite several efforts to elevate women and place them in positions of authority, the global representation of women in such roles is rather disturbing.

The absence of gender equality in leadership roles not only impedes growth in every field but also has a significant negative impact on the global economy. Therefore, it is necessary to promote women’s leadership. Companies require the greatest leaders, which cannot be met if women are excluded from the recruitment pool. Statistics indicate that women in leadership roles have not yet attained their full potential.

Here is how to promote more women participation to have more global female leaders in 2023.

Also Read: 10 Innovative Employee Engagement Initiatives You Should Try

11 Ways to Promote Female Leaders in 2024

Show support through real actions, not just speech

The most essential factor for women in the workplace is the presence of other female leaders. This will encourage them to believe that success is possible. Additionally, their supervisors play a key role. They should provide structured support for them, such as enrolling them in a leadership program. Often, theory and practice do not go hand in hand. It is crucial that this support be genuine and more than just words.

Don’t undermine their efforts

Give them decency and respect. This may seem obvious, yet coworkers, supervisors, colleagues, and even direct reports are frequently ready to minimize and denigrate the efforts of women. It is time to correct that. Blind performance and goal evaluations are methods for reaching this objective. The second method is to assist teams in becoming more sensitive so that they are more welcoming of ambitious, competitive female managers. 

Stop prejudices against working mothers

We can focus on eliminating prejudices against working mothers. We have frequently witnessed the biases and assumptions made toward women’s job objectives following motherhood. A hiring manager initially assumed I wouldn’t be interested in a global position since many have young children. Working with strong women is as normal as working with anyone else.

Try to understand their needs

To aid female business leaders in the workplace, we must initially comprehend their needs. It is the responsibility of leadership to comprehend what motivates these women and how their current roles contribute to their satisfaction outside of work. There is an excellent chance for managers to assist their team in answering the question “What do I want?”.

Allow women to speak at the table

You must ensure that women are part of the company boardroom meetings. It will make them feel heard and supported. It is normal for women to be interrupted or denied the opportunity to express themselves. Facilitators can assist by establishing ground rules for respectful meeting behavior, utilizing hand-raising, and inviting minority group speakers to offer their perspectives.

Equal compensation & flexibility In the workplace

Pay them equally, and do not prevent women from advancing in their careers because of family obligations. Offering more flexible schedules that fit both personal and professional obligations would be of great assistance in achieving these goals.

Be proactive during the hiring process

Across numerous industry verticals, it is usual to observe that the highest-achieving, most recognized, and top-tier leaders are typically seasoned experts who have learned and developed their talents over the course of their careers. This is accomplished through good training and years of professional experience. Therefore, campus recruiting can aid in the early recruitment of skilled female personnel. It is essential to take such measures to alter these dynamics.

Promote executive mentoring

By allocating female business developers to critical initiatives that increase their visibility within the leadership teams, recognition plays a significant role. Introduce them to C-suite executives inside your firm who are eager to serve as mentors and facilitate their development into future C-suite leaders.

Also Read: How Engagedly Makes Goal Management Easy

Educate your entire workforce about diversity

The participation of employees from diverse backgrounds should be essential for all teams. It is crucial to use inclusive language and have an open dialogue about how the team feels. By promoting a respectful and inclusive environment, leaders should also ensure that their teams receive comprehensive diversity training. 

Arrangements for self-care

Employers should create provisions for women’s self-care. Chevron, a worldwide oil business, provides on-site fitness and self-care facilities at its global locations. Employees are able to take care of themselves during the day without leaving the office. This allows women to achieve balance and maintain their health. It motivates women to assume greater responsibility and results in lower absenteeism among female employees.

Family assistance

The most challenging aspect of being a working woman is maintaining a healthy balance between her home and professional life. Some women are unable to balance the stress of both personal life and work. Businesses should take the necessary steps to provide women with a stress-free atmosphere.

Providing scientific camps, maths sessions, and other evening activities for the children of women employees, in addition to daycare, enables women employees with families to maintain demanding positions without having to worry about leaving their children at home. It removes the need for women to choose between family and career.

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5 Companies Embracing Diversity and Inclusion Through Initiatives

Today’s business landscape has organizations purposely strengthening their commitment to diversity and inclusion, demonstrating solidarity with and support for marginalized employees. Many businesses now understand that fostering an inclusive environment benefits society and positively builds the company’s image.

Modern-day businesses are promoting diversity, equality, and inclusion (DEI) as HR professionals get more aware of these aspects in hiring. Such an approach impacts a company’s culture and financial performance as they create a disability-inclusive workplace, promote equal pay across genders, and hire people from different backgrounds. A few companies drive DEI by taking impactful initiatives to help businesses grow.

Some stats on how DEI can boost business:

  • Embracing Diversity and InclusionBCG highlights that businesses with solid commitments to DEI may witness up to a 19% increase in revenue. 
  • Gartner’s research suggests that team members in diverse and inclusive environments experience a 12% boost in productivity. 
  • Moreover, Josh Bersin’s research suggests that the innovation level in companies that promote inclusivity can rise 1.7 times.

Here, let us look at some trailblazing companies actively driving diversity and inclusion initiatives. They are focusing on their innovative strategies, inspiring stories, and making a tangible impact with their hiring strategies.

5 companies driving diversity and inclusion

The fast-growing global business environment demands an inclusive workplace. It is no longer a luxury but necessary for companies seeking long-term success. Creating an inclusive culture pushes many organizations to take key steps to offer a friendly environment to workers from different backgrounds, experiences, and perspectives. 

Comcast and NBCUniversal

comcast-vector-logo-smallThese telecommunications and media conglomerates have an internal advisory council comprising senior leaders to maintain diversity and inclusion. It currently has a workforce where 62% are women and people of color, and now they aim to have 50% women and 33% people of color at every level of its workforce.

The organization also boasts a Comcast NBCUniversal Joint Diversity Advisory Council (JDAC) consisting of national leaders from various communities representing different backgrounds. It includes Asian Pacific Americans, African Americans, Hispanics, Native Americans, women, and people with disabilities. The JDAC helps shape the company’s policies and practices to ensure that diversity and inclusion are integral to the business.

On the community work front, they have helped struggling businesses during the pandemic by offering free webinars on reworking their goals and using new technology. It also offered two months of free Internet to low-income households. Also, they collaborated with Goodwill Industries International to help thousands of low-income persons learn digital skills and advance their careers via Goodwill’s network of nonprofits in the United States.

Also Read: The Go To Guide To Perfecting The Employee Engagement Survey

General Motors

General Motors (GM) brew thoughts around the need for a world and their organization to progress toward a fairer future. They comprehend that their brand represents more than just the vehicles they manufacture and market. Therefore, GM is taking initiatives to champion human dignity, fairness, acceptance, and inclusivity.

Recently, they have taken a stand against law enforcement violence, racial prejudice, bias, discrimination, and harassment. General Motors Chairman and CEO Mary Barra united with nine other prominent leaders from various sectors at Detroit City Hall to express unwavering support for justice and equality for all Americans.

Moreover, GM has committed $10 million to aid organizations working towards racial equality and inclusion. Of this amount, $1 million has been designated for the NAACP Legal Defense and Education Fund. The remaining $9 million will be distributed to organizations GM’s Employee Resource Groups recommends.

The company also houses an Inclusion Advisory Board with internal and external leaders collaborating to tackle the systemic obstacles that impede inclusivity. This board is responsible for determining which resources and financial contributions the company will make to combat social injustices until they are fully eradicated from society.

General Motors observed a moment of silence for 8 minutes and 46 seconds on June 19, 2020, Juneteenth, in honor of George Floyd and all African Americans who had been killed because of their race.

Also Read: 6 Reasons in Favor of Fostering a People-Centric Workplace

Johnson & Johnson

johnson-and-johnsonJohnson & Johnson allocates substantial resources to ensure every staff member contributes to cultivating an inclusive atmosphere. The company nurtures a worldwide vision of ‘be yourself, change the world’ to motivate individuals to collaboratively harness their distinctive experiences, skills, and backgrounds. The aim is to ignite solutions that foster a healthier and more improved global community.

Johnson & Johnson boasts 12 Employee Resource Groups (ERGs) that connect and engage employees, help build relationship capital, embrace their potential, and create an inclusive environment and culture. The company aims to achieve a 50% representation of women in management positions worldwide by 2025. The organization aims to achieve a 35% representation of diverse races in its management positions while operating in the United States. The company has been featured on the Working Mother 100 Best Companies list for 28 consecutive years.

Also Read: Tips on Communicating better in a Hybrid Work Environment


Accenture logoAccenture is ranked one by Refinitiv’s Diversity and Inclusion Index since it demonstrates robust dedication to fostering a sense of belonging and equality. This company strongly supports flexible work arrangements and employee growth, allocating $1.1 billion to learning and development initiatives for its workforce.

Moreover, Accenture is working towards achieving a gender-balanced employee base, with females currently comprising 47% of the organization’s staff. The company also actively champions the LGBTQ+ community, boasting 120,000 Pride allies worldwide across its areas of operation.

They are known for providing fair opportunities to people with disabilities as well. Accenture maintains 32 international centers for individuals with disabilities to access resources, technology, and assistance to excel in their respective roles.

Dedicated to cultivating an inclusive and varied work setting, Accenture emphasizes its Inclusion & Diversity initiatives. They have introduced the Advocates for Persons with Disabilities (PwD) program, which emphasizes recruiting, educating, and assisting those with disabilities. Furthermore, they provide a range of employee support groups and training programs centered on diversity to promote an inclusive workplace culture.

Also Read: The Growing Trend of Gamification in HR


Microsoft_logoMicrosoft earns substantial positive feedback regarding its efforts to empower female employees in the tech industry. Some of Microsoft’s data on inclusion and diversity is worth noting.

  • Women now represent 29.7% of the global workforce at Microsoft, an increase of 1.1 percentage points from 2020 to 2021. 
  • Since 2020, the proportion of Hispanic and Latinx workers in the United States has increased by 0.5 percentage points to 7.0%. In the last five reporting periods, this is the highest annual growth we’ve seen.
  • By the end of the fiscal year 2021, 7.1% of Microsoft’s core workforce in the United States had chosen to disclose a disability. Compared to June of 2020, this is an increase of 1%.

Microsoft has been actively working to promote diversity and inclusion within the company and the tech industry with some of the following impactful initiatives:

  • Employee Resource Groups (ERGs): Microsoft supports more than 40 ERGs that cater to various communities within the company, such as women, people with disabilities, LGBTQ+ individuals, and ethnic minorities. These groups provide a platform for employees to network, support one another, and drive positive change within the organization.
  • Microsoft is committed to increasing the diversity of its workforce by implementing inclusive hiring practices. This includes offering internships and job-shadowing programs for students from diverse backgrounds; partnering with organizations that support underrepresented groups in the tech industry.
  • Beyond Microsoft program to close the gender gap, cultivate young talent, and study sociology, psychology, behavioral science, and neuroscience to better understand what causes exclusion. This helps develop strategies for altering their patterns of thought and behavior which serves as input for future hiring. 
  • The company is dedicated to creating accessible technology for people with disabilities. Microsoft has an internal accessibility team developing new technologies and features. It ensures that their products and services are accessible to everyone, regardless of their abilities.

Also Read: 5 Lessons from Remote and Hybrid Work That Last


The journey towards diversity and inclusion in the workplace is an ongoing process that requires commitment, investment, and genuine intent from organizations. The top five companies highlighted in this blog have demonstrated their dedication to fostering a people-centric workplace with inclusive work environments. And then, initiatives range from targeted hiring practices and leveraging employee resource groups to running community engagement programs.

These companies inspire others to follow, showing that embracing diversity and inclusion is a moral standpoint that collectively works as a strategic business decision to drive innovation, boost employee satisfaction, and increase overall performance.

Frequently Asked Questions

Q1. Why is diversity and inclusion important?

Ans. Diversity and inclusion are crucial because they foster innovation, enhance creativity, and promote equal opportunities, leading to better problem-solving and more sustainable and fair societies.

Q2. How to promote diversity and inclusion in the workplace?

Ans. To promote diversity and inclusion in the workplace, it is important to create a culture of respect and acceptance. This can be achieved by implementing inclusive hiring practices, providing diversity training, fostering open and transparent communication, establishing employee resource groups, promoting diverse leadership, and continuously evaluating and addressing biases.

Q3. What is the difference between diversity and inclusion?

Ans. Diversity refers to the presence of a wide range of individuals with different backgrounds, perspectives, and identities. Inclusion, on the other hand, is the act of creating an environment where all individuals feel valued, respected, and empowered to contribute their unique perspectives. While diversity focuses on representation, inclusion emphasizes creating a sense of belonging and ensuring that diverse voices are heard and valued.

Author: Aanya Rachel

Aanya Rachel is the Content Manager at The Address, a coworking space in Indore, Madhya Pradesh. She’s passionate about sharing her knowledge, experience, and extensive research in this field. She writes on various topics related to coworking, the growth of remote workers, digital marketing, startups, and real estate.

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DEI Best Practices: 7 Ways To Make A Real Impact

Diversity, equity, and inclusion are the buzzwords that have surrounded businesses for more than a decade. In the last few years, we have heard innumerable global leaders talk about the importance of DEI and how it impacts the future of an organization. But the myriad of challenges caused by the COVID-19 pandemic, followed by the excessive pressure from the great resignation, accentuated the DEI process in numerous organizations. Continue reading “DEI Best Practices: 7 Ways To Make A Real Impact”

10 Diversity Questions to Ask Employers During Your Interview

Modern companies understand the importance of diversity and inclusion. After all, we live in a globalized economy with a diverse international population. As such, it’s understandable that as a potential employee you’d be concerned with whether a company you apply for values diversity. You may be concerned with whether your particular demographic background is appropriately represented and fairly treated in the company. To help you understand how your company receives diversity, you can ask these 10 diversity questions.

Advantages of working in a diverse company

Diversity is a strength for modern corporations because diverse corporations enjoy highest advantage of the talent. As such, you need to make sure you work for a diverse company. 

1. Cultural diversity can improve productivity levels

Diversity improves productivity. Diversity allows groups of different people to use complementing skills to achieve a common goal. Even formal research proves the economic value of cultural diversity. This research found that cultural diversity across cities in the US positively correlates with productivity. The more multicultural an urban environment is, the more likely it is to be productive.  The reason cultural diversity is so effective in improving productivity is the diversity of skills and perspectives that a culturally diverse population brings. These diverse skills and perspectives work in a complementary fashion with one another to produce a positive overall result. 

2. Cultural diversity reflects positively on reputation

Cultural diversity not only improves a company internally, it also has a powerful effect on the company’s external reputation. In today’s diverse economy, potential employees are most likely to approach companies reputed for being the most accepting of diversity. When companies recruit employees from a diverse range of backgrounds, it proves to employees that the company values efficiency and diversity. This reputation results in skilled and talented potential employees being more likely to approach that company. The result is an overall increase in talent and productivity across the company. Therefore, cultural diversity has immense long-term benefits in terms of improved talent acquisition.

3. Cultural diversity encourages a wider range of skills

Cultural diversity results in a company possessing a greater range of skills across their entire staff. People from diverse backgrounds are likely to have a diverse range of skills and abilities. Therefore, when a company hires from a diverse population, they get a more diverse skill set overall. The benefit of having a diversified skill set means that companies will have improved talent across their entire company. Having a wider range of skills means that a company can complete more processes and is likely to solve more problems the company faces. Therefore, it is extremely beneficial for a company to prioritize obtaining diverse skill sets. 

4. Cultural diversity can increase profits

In the end, economic concerns primarily motivate businesses. Thankfully, cultural diversity is one of the best assets for increasing profits for most companies. Cultural diversity improves profits by increasing productivity and skill sets across the entire level of a company. For example, a 2013 survey by the Center for Talent Innovation reported that 48% of American companies with higher diversity at the senior management level achieved higher market growth than companies with lower cultural diversity at senior management. An example of the benefits of cultural diversity in American companies is if an American company does business with China. If the American company has employees, especially at higher management levels, who fluently speak Mandarin will find it easier to do business in China.

Also read: Remain Ahead of the Curve: Hire the Best Remote Talent in 2022

The 10 Diversity Questions You Should Ask 

Ask these 10 interview questions for diversity if you want to be certain the company you apply for recognizes the value of diversity. 

The Company Hierarchy

1-How diverse is the executive team?

Diversity matters the most at the highest levels. If a company has diversity at its senior management level, it’s an indicator that the rest of the company is also open to cultural diversity. Asking how diverse the executive team is one of the most important cultural diversity questions you can ask. So, ask this question during your interview and learn about whether the company’s higher management is committed to diversity. When looking at the executive team and note whether the executive team fully represents people like yourself. If the executive team is entirely homogeneous, ask your interviewer why that is. 

2-Is the leadership team committed to diversity?

Even if an organization’s executive team is technically diverse, that does not guarantee that the company itself is committed to diversity. You need to explicitly ask the company if their leadership fully believes that it’s important for their company to be culturally diverse. Ask the interviewer about their company’s support for diversity through their mentorship and sponsorship programs. The more a company supports diversity through their mentorship and sponsorship programs, the better that the company will support overall cultural diversity in their organization. If you find that the company does not support diversity through their mentorship and sponsorship programs, it’s evidence the company may not be fully committed to diversity. 

Management and Leadership 

3-What’s the makeup of the managerial team?

Naturally, you’ll work closely with your manager, so it’s important to make sure your manager is also fully committed to diversity and inclusion. You need to make sure that your manager understands the value of properly treating people of diverse backgrounds. Have a look at the company’s management team. Note how homogenous the management team is. Is it entirely made up of men? Women? People from the same university? The same race or ethnic group? Etc. The more diverse the management team is, the most likely that business is fully committed to cultural diversity. 

4-What does the promotion and evaluation process look like and who is in charge of these decisions?

You will not ask for promotions on your first day at the office, but you will probably want to improve your position long-term. For this reason, this is one of the most important interviews for diversity that you can ask. So, ask the company how they handle annual and bi-annual evaluation and promotions. You need to specifically ask the company how they make evaluation decisions. Does the company have a formal evaluation process? Or is the company dependent on individual opinions by managers? The best companies to work for will always have specific evaluation criteria for promotions.

Company Goals 

 5-How do you prioritize social events that all employees feel they can take part in?

Business social events are an important aspect of the entire experience of being an employee at a company. Yet, it can be difficult for all employees to be fully included in a business’ social event. You’ll want to make sure that your company understands that different people have different needs for social events and that they operate accordingly. For example, many employees with children cannot stay for late events, and may not be able to frequently attend events. Another concern would be whether social events include vegan food options for people who cannot eat meat. The more accepting is a company’s social events are of diverse needs, the more it indicates that a company is culturally diverse and progressive. 

6-What are your most important values?

This is an extremely important question since it reveals the entire nature of the business to you. By asking this cultural diversity question, you’ll not only obtain a better understanding of how much the company values diversity, but you’ll understand this company’s overall values. The answer you receive for this question will ultimately impact your overall perception of the company. The best companies to work for fully understand the importance of having the most progressive values. They also understand that they need to properly communicate that they value diversity to potential employees. Therefore, listen carefully to how the interviewer responds to this question. 

7-How do you foster an open, communicative environment for your employees?

No matter how diverse a company currently is, there will be areas that they should improve. The degree to which a company will recognize that fact and invest effort in improving their work environment says volumes about the company. Ideally, your employer should inform you about all the details of their company’s formal policies. You also want to make sure that the company explicitly states that it’s committed to progress and creating an openly communicating environment. The best companies will inform you they have a highly progressive culture, and they will cite specific progressive policies to prove that as well. 

8-How do you celebrate the diversity of ideas and people?

The celebration of diversity is an extremely important aspect of a good modern company’s corporate leadership. The celebration of diversity demonstrates the full commitment to diversity and inclusion that a company believes in. Ideally, your company will have specific events and policies in place to celebrate achievements from minority employees. This is also one of the most important diversity questions since it reveals just how much a company values its employees’ achievements and how much the company strives to celebrate those achievements.

Also read: How company culture shapes employee engagement?

Future Prospects 

9-Where do you think the company needs to improve the most? 

Some companies will outwardly accept and promote diversity, but they will actually lack it. This doesn’t mean the company doesn’t believe in diversity so much as it could mean they haven’t achieved it yet. So ask your interview about how the company feels about its diversity-related weaknesses and what they can do to improve those problems. This is an invaluable question because if a company cites diversity as a major area of improvement, it means they recognize the importance of diversity. 

10-What tangible goals does the organization have surrounding diversity, equity, and inclusion? Who makes sure these goals are met? 

It’s not enough to intend to improve diversity, a company needs to have plans and goals to achieve it. You need to ask your employer about what this company practically intends to achieve to improve diversity and equality in the company. The best companies should provide you with a small list of policies and goals they’ve developed to improve diversity. These goals should be specific and realistic to prove the company’s efforts are sincere.

In conclusion, diversity is one of the most important aspects of modern business life, given that diversity brings numerous practical benefits to organizations. As an employee, you want to join an organization that fully values diversity and the best way of achieving that would be to ask your employer these 10 diversity questions. 

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Diversity vs Inclusion in the Workplace: What’s the Difference

Diversity and inclusion have become the buzzwords in the current corporate world. Companies are welcoming individuals from different walks of life and are striving to create a culture where each individual feels a sense of belongingness. Diversity and inclusion are crucial not just from an ethical standpoint, but also as a facilitator for business growth and success. 

Although the terms are used interchangeably, diversity and inclusion are two closely related but different concepts. Diversity without inclusivity can become futile, or worse, lead to organizational chaos. Also, inclusion without diversity cannot foster creativity and innovation. Hence, building diversity and inclusion in your workplace is quintessential for an organization.

Also read: Continuous Feedback: What is it and its benefits

Let us have a discussion on diversity vs. inclusion to understand their differences and how they contribute to organizational success. 

What is diversity in the workplace? 

Diversity refers to a wide spectrum of characteristics that shape an individual’s identity. These differences can be attributes like gender, ethnicity, sexual orientation, nationality, familiar background, education, age, etc. 

Diversity in organizations refers to a unique mix of people from diverse groups that constitutes an organization. It is about the representation and overall makeup of the entity. 

Diversity in the workplace can be segregated into four categories.

Internal diversity 

This includes different factors that a person belongs to or inherits from birth. They cannot be changed or modified. Some of these factors include nationality, race, age, culture, gender, etc. 

External diversity 

External diversity refers to characteristics that an individual acquires externally and that become an integral part of their identity. These factors can be modified by a person.

Examples of external diversity factors include educational qualification, skill set, geographical location, citizenship, marital status, etc. 

Organizational diversity 

These differences are specific to the workplace as they occur within the organization. Factors for organizational diversity include department, seniority, managerial level, work location, job responsibilities, etc. 

Also read: Why do workplace goals fail?

World view diversity 

Every individual has a unique perspective and point of view. Numerous internal, external, and organizational diversity factors shape our worldview. World view diversity changes with time as different factors and experiences shape our outlook on the world. Factors of worldview diversity include political beliefs, ethics, opinions, etc.

What is inclusion at the workplace? 

According to SHRM (Society of Human Resource Management) ‘Inclusion’ refers to creating a fair and impartial work environment where each individual is allowed equal access to opportunities and resources to help them achieve their true potential and contribute to organizational success.

Hence, inclusion in the workplace helps create a sense of belongingness for individuals from diverse groups. It creates a unique culture where people feel that their presence, contribution, potential, ideas, and opinions are welcomed, heard, valued, and respected. 

Inclusion is the glue that holds a diverse workforce together and boosts innovation, cooperation, engagement, and productivity. 

What is the difference between diversity and inclusion? 

Diversity vs Inclusion in the workplace is a highly debatable topic. As we discussed earlier, there is a close interconnection between the two. However, an organization needs to understand the differences between these concepts to create a positive work environment.

Diversity vs Inclusion in the workplace: The Difference

  1. Diversity is the unique mix of people belonging to different groups having diverse attributes like race, social background, ethnicity, nationality, gender, etc. Inclusion is a set of policies, initiatives, and behaviour to create an organizational environment that provides these diverse individuals with a sense of belongingness.
  2. The recruitment process in an entity ensures representation by welcoming people from different groups into an organization. Hence, diversity is primarily a Human resource function. It aims at eliminating any biases in the hiring process and creating a culture where people are chosen based solely on their skills and experiences. Having a heterogeneous population to choose from ensures that you recruit the best talent.

On the contrary, inclusion needs to be observed at all levels of management. It ensures that diversity works in an organization to foster creativity and productivity. It eliminates biases in organizational functioning. When people are represented at each managerial level and department, they feel safe and included. 

Hence, for diversity to reap the desired benefits, it needs to be accompanied by inclusion. 

How can you improve diversity and inclusion in workplaces? 

Ensuring diversity and inclusion in the workplace is a crucial task that requires effective and consistent efforts. The human resource recruitment and administrative policies should be designed in a way so that every individual irrespective of who they are and what they do feels welcomed and included. 

Hence, it is not enough to hire a diverse workforce. It is also essential that people feel represented at all levels. For example, a company could hire a certain percentage of a minority group as employees. However, if none of the members of the said group are included in leadership roles, the people may not feel adequately represented. Hence, inclusion needs to be followed at all levels in the organization. 

Let us look at a few ways to improve diversity and inclusion in the workplace.

Recruitment from diverse groups

The whole discussion about diversity vs Inclusion begins with the recruitment process. Hiring individuals from different groups helps in incorporating diversity into the organization. Also, it provides you with a larger talent pool to choose from. 

According to McKinsey, companies with a gender-diverse workforce are 21% more likely to achieve above-average profitability. The people from different walks of life bring a fresh perspective to the organization and encourage innovation. 

Honour religious and cultural practices

The company policies should be formulated to honor different religious practices and cultures. Focus and give priority to holidays and celebrations. For example, observing women’s day or pride month in the office can make the employees feel a sense of belongingness. 

Also, having floating holidays for minority group festivals helps accommodate the preferences of all groups. Boosting employee engagement in the workplace also increases employee retention and morale.

Anti-discriminatory policies

Stop or prevent biases against individuals based on their gender, religion, sexual orientation, ethnicity, etc. As per an article in Harvard Business Review, 75% of people believed that a significant and real difference cannot be created with superficial policies and language. 

Hence, there is a requirement for clearly stated anti-discriminatory policies. Also, the top leadership should formulate policies based on the specific needs of the entity and should commit to their proper execution. 

Also read: A New Manager’s Guide To Employee Performance Reviews

Set up a council 

An independent council maintaining diversity and inclusivity in the workplace can ensure that people feel safe and welcomed. The council should include members from different socio-economic, cultural, and religious backgrounds. 

Also, there should be representatives from different genders, geographic locations, and sexual orientations. This will ensure that all voices and opinions are heard and respected. Also, personal biases against people from a particular group can be identified and eliminated. 

Elimination of bias in the evaluation

The Human Resource team should strive to eliminate prejudices and partiality in evaluation and promotion. Sometimes, the professionals may suffer from subconscious biases that restrict them from conducting a fair recruitment, evaluation, and promotion. 

A blind system of reviewing resumes can ensure that individuals are chosen based on their merits and not their age, sex, religion, or other such factors. Also, the job description for higher positions should be rewritten to make them more inclusive and gender-neutral. 

Also read: 4 Ways To Prevent Rater Bias In Performance Reviews

Encourage one-on-one discussion

To understand the challenges and opinions of your employees, you need to encourage one-on-one discussion with management. Encourage your workforce to speak freely and openly about their issues and concerns.

 This will help instill trust amongst employees. Also, it can shed light on some of the existing biases in the organization. 

Encourage diverse thinking 

Having a diverse workforce can infuse the organization with a fresh perspective. People from different age groups, gender, and social-economic backgrounds have different viewpoints. Such diverse opinions and feedback can stimulate creativity and innovation.

 The varied outlooks enable the organization to come up with culturally diverse solutions. An organization set up where individual opinions and ideas are encouraged and respected can help in fostering diverse thinking and also creates a sense of belongingness. 

Diversity vs Inclusion

From the above discussion, we can conclude that both diversity and inclusion are interconnected in such a way that one is futile without the aid of the other. 

Diversity and inclusion are the foundation for an ethical and successful business. When employees feel a sense of inclusion, they are more likely to take part in decision-making and assume responsibilities for the business’ success. 

In the absence of sound inclusion policies, the diverse workforce may develop a sense of alienation, which can result in a lack of cooperation and a drop in overall performance.

A company with a diverse workforce without clear policies for inclusion is unable to safeguard the psychological safety of its employees.

Also read: How To Conduct An Effective 360 Degree Feedback

The employees may feel unwelcome in the organization, which can lead to poor engagement and a decrease in employee retention. Also, if the organization does not have a diverse workforce, it can become stagnant with a limited perspective and a lack of ideas.

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Building Diversity and Inclusion In Your Workplace

McKinsey in one of their recent research found that companies with racial and ethnic diversity were 35% more profitable than their competitors. Diversity and Inclusion or (D&I) has become one of the crucial factors for businesses to thrive in the long run. While D&I has been the buzzword and focus for the Human Resources industry for a few decades now, over the years it has become a part of the overall organization’s core values and culture. In this article, we will share some strategies for managers, leaders, and the organization which will help you promote a culture of diversity, inclusion, equality, and equity throughout the organization. But before we look into the strategies, let us look at some benefits of diversity and inclusion, and also understand the terms better.

Also Read: 6 Step Guide To Conduct Effective Stay Interviews

Benefits of Diversity And Inclusion

Here are the top six benefits of diversity and inclusion at the workplace:

  • Wider Talent Pool
  • Greater Creativity and Innovation
  • Higher Retention & Lower Turnover Rate
  • Better Performance
  • Increased Employee Engagement
  • Positive Company Culture
Also Read: Diversity And Inclusion In The Workplace : Benefits

But Diversity and Inclusion Are Not The Same

Diversity in the workplace simply refers to a workforce with diverse individuals. It includes individuals from different backgrounds, gender, political beliefs, race, age, ethnicity, culture, sexual orientation, etc.

But diversity alone can’t bring about the change organizations are looking for. Inclusion plays an integral part. While organizations often use the words diversity and inclusion interchangeably, they are different. Inclusion refers to establishing a work environment where everyone feels welcomed. They get a true sense of belonging and feel respected, valued, and heard.

Here are some strategies which will help you build a diversified and inclusive workforce.

Empathetic Leadership and Support

In most organizations, diversity and inclusion are often considered as HR-owned initiatives only. But it shouldn’t be so. It is the responsibility of everyone to promote it, especially the leadership. Just like any other process or policy, leadership support and involvement is necessary for D&I initiatives to be successful. Leaders are responsible for creating a workspace where everyone feels safe and heard. As a leader, share your own stories about feeling excluded or being subjected to biases. Encourage your employees to share their own stories. As a result, they will feel more welcomed and included. Leadership support helps prioritize D&I initiatives and implement it easily organization wide.

It is advisable to train and educate your company leadership on the benefits and importance of D&I initiatives before implementing them company wide. 

Also Read: 7 Proven Ways To Become A Better Leader In The Workplace

Rethink Work Policies & Values

While promoting a culture of diversity and inclusion, leaders, managers, and HRs must consciously strategize on creating more employee-friendly policies that support D&I. They must proactively evaluate existing ones, revamp them, and add new ones. 

Here’s how you can rethink your work policies and values:

  • Launch hiring initiatives to hire a wide range of talent from job fairs, hiring consultancies, and community outreach programs
  • Ensure a fair compensation policy that focuses on skills and experience and should not discriminate against anyone based on sex, gender, age, sexual orientation, etc.
  • Offer gender-neutral washrooms at workplaces
  • Add holidays in the company calendar, keeping in mind employees from different religion and culture
  • Publish company policies and rules in more than one language
  • Day-care facilities for mothers
  • Wheelchair accessible office

Celebrate Differences

Making your employees feel comfortable at work because of their beliefs, culture, and tradition is one of the best ways to promote diversity and inclusion. Here are some ways by which you can celebrate the differences at your organization:

  • Organize a potluck where each employee brings in food that showcases their culture and home country
  • If your workforce is still remote or hybrid, organize a video meeting and ask everyone to share a unique fact about themselves and their countries
  • Create a separate space or room for your Muslim employees to pray every Friday
  • Organize events and celebrate important days and months which promote diversity and inclusion such as June for Pride Month, May for the Asia Pacific Heritage Month, February for Black History Month. Highlight its importance for the respective communities
  • Involve individual of different sex, culture, ethnicity, race, religion, sexual orientation in the decision-making process or amongst one of the board members
Also Read: 360 Degree Feedback:7 Tips To Get Started

Develop Training Programs

Building an inclusive and diversified work culture is not a one-day activity for an organization. It needs time and effort. Besides that, employees themselves might have different interpretations of the phrase ‘Diversity & Inclusion.’ It is crucial to train your employees so that their thoughts align with the organization’s idea of D&I, which in turn, should align with the broader concept of diversity, inclusion, and its challenges. Such training helps employees to understand the differences better and collaborate better as a team. It also helps them to get rid of unconscious biases. Leaders should let employees know the goal of D&I training, why it is important, and what issue it will help to solve. Someone from the organization or external can help structure and design the training programs.

Take Feedback To Understand Your Employees Better

It is important to listen to what your employees have to say. Lend them your ear and open easy channels of communication for them. Connect with your employees regularly, conduct anonymous surveys, pulse surveys, feedback, check-ins, etc., to understand your employees better. Encourage your employees to take part and openly communicate their experiences about how they feel about working in the organization. Employees will feel that their concerns and opinions are heard and valued. Additionally, it will help organizations and leaders to decide about the instances of discrimination and biases.

Want to know how Engagedly can help you improve collaboration in your team? Request for a quick demo!

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Diversity and Inclusion In The Workplace: Benefits

Workplace Diversity and Inclusion or popularly called D&I, is one of the hottest topics of discussion for the Human Resource industry. In recent years, it has become the top priority for everyone. Employers are integrating it with their company’s core cultural values and strategic initiatives. It’s not only considered as one of the right things to do, but it is also helpful to the business. Moreover, it helps in employee growth and development. In this article, we have highlighted the benefits of D&I at the workplace with some relevant statistics. But before we learn more about the benefits, let us take a look at the definition of Diversity and Inclusion.

Also Read: 5 Employee Appreciation Ideas For Your Remote Team

What is diversity and inclusion in the workplace?

Diversity in the workplace simply refers to a workforce with diverse individuals. It includes individuals from different backgrounds, gender, political beliefs, race, age, ethnicity, culture, sexual orientation, etc.

But diversity alone can’t bring about the change organizations are looking for. Inclusion plays an integral part. While organizations often use the words diversity and inclusion interchangeably, they are different. Inclusion refers to establishing a work environment where everyone feels welcomed. They get a true sense of belonging and feel respected, valued, and heard.

Here’s a list of top five benefits of diversity and inclusion in the workplace.

Wider Talent Pool

Employees are not just satisfied by perks or compensation anymore, they are looking for much more than that. They are looking for a place to grow, learn and challenge themselves in whatever they do. COVID might have affected the way we work; it has forced most of us to work remotely. But on the other hand, it has given organizations the advantage to hire talents from the global forum. When companies open their gates to a diverse talent pool, they will get nothing but the best to choose from.

Employees are looking to work in a diverse work culture too. According to a recent survey by Glassdoor, 72 % of women, 62% of men, 89% of black respondents, 80% of Asians, and 70% of Latinos prefer a diverse work culture for work.

Greater Creativity and Innovation

Workplace diversity and inclusion lead to greater creativity and innovation. Employees from a homogeneous background tend to think and assess situations or challenges in a similar way. As a result, they fail to think critically or add anything new. They fall prey to the psychological phenomenon of Groupthink. But diverse employees bring multiple perspectives and experiences to the table. They do not think as a group and assess situations more thoroughly. Consequently, it leads to the generation of fresh and new ideas, and alternative ways to solve problems.

How Diversity Can Drive Innovation, an article on Harvard Business Review highlights the correlation between diversity and innovation. “Diversity unlocks innovation by creating an environment where ‘outside the box’ ideas are heard.”

Also Read: Performance Management Software: Here’s Why You Need It

Higher Retention And Lower Turnover Rate

Research by Gallup estimates that the cost of replacing an employee is between one-half to two times an employee’s annual salary.

Managing the employee lifecycle is a costly and tedious process for organizations. Employee onboarding to separation, each step has time and money involved. So the research result of Gallup doesn’t come as a surprise.

Workplace diversity and inclusion help improve employee retention and reduce turnover. Employees tend to stay with an organization for a longer time when they feel accepted, heard, valued, and respected. It makes them feel empowered and encouraged. They are happier and satisfied at the workplace. When employees have no reason to leave, it reduces the turnover rate.

P.S. Employees remain highly motivated and engaged too.

Better Performance

A culture of diversity and inclusion at the workplace promotes transparency and openness. This leads to an increase in the happiness quotient of the employees. They express their thoughts and opinions fearlessly,  are more collaborative and open to learning from others. This, in turn, improves the productivity of the employees and as a result, they find fulfillment and satisfaction at work.

Here are some statistics which to confirm the effect of diversity and inclusion on productivity:

  • Harvard Business Review highlights that companies with a culture of diversity and inclusion are 70% more likely to capture new markets
  • An article on diversity in McKinsey highlights that companies with racial and ethnic diversity were 35% more profitable than their competitors
  • It also highlighted that in the UK, EBIT grew by 3.5% for every 10 percent increase in gender diversity

*EBIT: Earnings before interest and taxes

Projects A Positive Brand Image

Workplace diversity and inclusion help promote a positive brand image for the company. Companies with a diverse workforce are perceived as forward-thinkers and socially responsible by existing and prospective clients. Not only this, employees consider diverse workplaces as a desirable place to work. In a Glassdoor study on D&I, 67% of job seekers and 57% of employees said diversity is an important element to them at the workplace. Additionally, your employees become torch-bearers of your brand image and attract more new and diverse talent.

Also Read: How Stay Interviews Can Help You Retain Top Employees

Are you encouraging Diversity and Inclusion at your workplace? Let us know in the comments.

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Best Tips To Create A Disability Inclusive Workplace

It is 2020 already and it’s time for workplaces to take initiative to make employees feel welcome and comfortable at work. Unfortunately, many organizations around the world are not inclusive when it comes to employees with disabilities.

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