We live in an interconnected world, and diversity is the foundation of a successful and thriving workplace. Embracing diversity means recognizing and appreciating individuals’ unique backgrounds, perspectives, and experiences irrespective of their races, genders, ethnicities, religions, ages, and sexual orientations. This approach promotes a positive company culture of inclusivity and drives business growth through increased innovation, productivity, and customer satisfaction.
According to McKinsey’s 2023 report, companies in the top quartile for ethnic and cultural diversity are 39% more likely to outperform their peers in profitability. Furthermore, inclusive teams make better business decisions up to 87% of the time. Today, businesses are increasingly recognizing that a diverse workforce brings a wide range of skills, perspectives, and experiences that can drive creativity and enhance problem-solving capabilities.
When employees feel valued, respected, and included, they are more likely to be happy, healthy, and engaged in their work. By creating a sense of belonging and appreciation for individual contributions, organizations can unlock their employees’ full potential, leading to increased motivation and dedication.
Achieving diversity requires a deliberate and sustained effort from all levels of an organization. This includes implementing inclusive hiring practices, providing diversity and inclusion training, and cultivating a culture of respect, empathy, and understanding. By doing so, businesses can harness the power of diversity to drive long-term success, innovation, and growth.
10 Ways to Embrace Diversity in the Workplace
1. Develop a clear diversity and inclusion policy
One of the first steps a business leader can take is to develop a clear, comprehensive diversity and inclusion policy. This policy should outline the organization’s commitment to diversity, specify the behaviors expected of employees, and detail the measures that will be taken to ensure an inclusive workplace. Regularly review and update this policy to address new challenges and opportunities.
2. Provide diversity training and education
Implementing regular diversity training for all employees, including management, is essential. Starbucks, for instance, closed over 8,000 stores in the U.S. for a day to conduct racial bias training after a high-profile incident in one of its stores. This training covered unconscious bias and cultural competency, helping employees understand and contribute to an inclusive environment. Leaders can follow Starbucks’ example by participating in similar training sessions, signaling their commitment to diversity.
3. Create a diverse recruitment strategy
To truly embrace diversity, start at the recruitment level. Develop a strategy that ensures diverse candidate pools for every position. This could involve expanding job postings to platforms that cater to underrepresented groups, working with diverse recruitment agencies, or implementing blind recruitment processes that focus solely on skills and experience. By broadening your search, you increase the likelihood of hiring top talent from diverse backgrounds.
4. Foster an inclusive company culture
A company culture that celebrates diversity is vital for employee engagement and retention. Leaders should promote values such as respect, openness, and collaboration. Encourage employees to share their unique experiences and points of view and recognize those who contribute to building an inclusive environment. Celebrating cultural holidays, organizing diversity-themed events, and creating employee resource groups (ERGs) are effective ways to foster inclusivity.
5. Support career development for underrepresented groups
Supporting the career development of underrepresented groups is essential to promoting diversity at all levels of your organization. This could involve mentoring programs, leadership training, and sponsorship opportunities. Providing these resources ensures that all employees, regardless of their background, have the opportunity to advance their careers and contribute to the company’s success.
6. Measure and monitor eiversity metrics
You can’t manage what you don’t measure. Companies like Intel have been leaders in this area by publicly sharing their diversity metrics and setting ambitious goals for improvement. For example, Intel’s “Diversity in Technology” initiative aims to fully represent women and underrepresented minorities in its U.S. workforce. As a manager, you can also do the same by regularly collecting and analyzing diversity metrics to understand the current state of diversity within your organization and identify areas for improvement.
7. Promote diverse leadership
Diversity should extend to the leadership team to bring a variety of perspectives to decision-making processes, leading to more innovative solutions. Business leaders should prioritize promoting or hiring diverse candidates for leadership positions for this reason and to set an example to the rest of the organization.
8. Encourage open dialogue and feedback
Creating a safe environment for employees to share their experiences and ideas is crucial for fostering diversity. Encourage open dialogue through regular meetings, anonymous surveys, and suggestion boxes. Actively listen to feedback, and be willing to make changes based on what you hear. This open dialogue helps create a more inclusive and responsive workplace.
9. Address unconscious bias
Unconscious bias can significantly impact workplace decision-making, from hiring practices to daily interactions. Leaders should take steps to identify and mitigate these biases. This can include providing unconscious bias training, revising company policies to ensure fairness, and encouraging a culture of self-awareness and continuous improvement.
For example, global professional services firm PwC took a proactive approach by implementing unconscious bias training for all employees. This training includes interactive sessions where participants can explore their biases and learn mitigation strategies. Additionally, PwC revised its performance review process to reduce bias by focusing on objective criteria. By addressing unconscious bias, PwC has created a more equitable workplace where all employees have a fair opportunity to succeed.
10. Lead by example
Finally, as a business leader, your actions set the tone for the rest of the organization. Embrace diversity in your own work and interactions. Demonstrate a true commitment to diversity and inclusion by actively participating in diversity initiatives, seeking out diverse perspectives, and holding yourself accountable to the same standards you set for your employees. When leaders model inclusive behavior, it inspires others to do the same, creating a ripple effect throughout the organization. Microsoft CEO Satya Nadella is a prime example of a leader who embraces diversity in his work and interactions. Under his leadership, Microsoft has made significant strides in diversity and inclusion, including launching initiatives to support women in technology and increasing the representation of minorities in leadership roles. Nadella’s commitment to diversity is evident in his speeches, company policies, and personal actions, inspiring others within Microsoft to follow suit.
Start Embracing Diversity Today
Embracing diversity in the workplace is a continuous process that requires commitment, action, and accountability. By implementing these ten strategies, business leaders can create a culture where diversity is accepted and celebrated. This benefits the employees, drives innovation, enhances the company’s reputation, and ultimately leads to better business outcomes.
INTOO offers a variety of programming to help your managers and leaders effectively lead with inclusivity. From manager training to leadership development programs, workshops, and more, we’ll guide your team members to elevate their skills and bring results to your organization. Contact us today to learn more.
INTOO staff writers come from diverse backgrounds and have extensive experience writing about topics that matter to the HR and business communities, including outplacement, layoffs, career development, internal mobility, candidate experience, succession planning, talent acquisition, and more.
