How to Create a More Diverse Workplace to Increase Inclusivity & Well-Being
Three colleagues working together at a computer table.
As a society, we tend to gravitate towards what is familiar and comfortable to us, which may not always be the most inclusive. However, seeking out individuals and communities with different perspectives, personalities and cultures encourages us to challenge our own biases, confront our assumptions, and grow as people. Our unique differences continue to be a catalyst for innovation and creativity in and out of the workplace, creating a responsive environment for change where diverse perspectives propel us forward and connect us.
A study conducted by Harvard Business Review (HBR) revealed that more diverse sales teams experienced a 45% increase in market share growth and were 70% more likely to expand into new markets.
But, how does having an open mind about diversity contribute to organizations achieving their business and development goals? How do we continue to create a more diverse workplace?
Diversity Workplace Statistics Every Employer Should Know
Here are eight eye opening diversity workplace statistics that will help organizations with business planning and the decision-making processes relating to inclusivity, employee retention, and wellbeing.
78% of surveyed employees reported that their organizations lack diversity in leadership positions. (HBR)
Diverse & inclusive companies are 35% more likely to outperform competitors (McKinsey)
Diversity and inclusion are considered significant by 69% of executives. (Glassdoor)
Having diverse management teams results in a 19% increase in revenue (BCG)
Inclusive companies are 1.7 times more likely to lead in innovation (Research by Josh Bersin)
89% of companies have a DEI strategy in place (Traliant)
Inclusive teams make better business decisions (PeopleManagement)
Inclusion is believed to foster more innovation by 74% of millennial employees in their organizations. (Deloitte)
Promoting a more inclusive workplace is a winning opportunity that benefits organizations, team members, stakeholders, clients and customers. Diversity initiatives lead to increased sales revenue, enhanced innovation, higher employee engagement, and ultimately, greater profits.
Increase Workplace Diversity: 4 Strategies for Integrating DEI into the Core of Your Organization
In a virtual roundtable hosted by Paul Spiegelman, co-founder of Small Giants Community, experts discussed how to create a diverse, equitable, and inclusive organization to encourage sustainable impact over time.
View the roundtable discussion recording.
The roundtable: Diversity, Equity & Inclusion in the Workplace featured the following industry experts:
Jes Osrow, co-founder of The Rise Journey
Michele Lewis Watts, Ph.D. Chief Equity Officer at Woods & Watts Effect & Director and Assistant Professor of Sport Management at Madonna University
Sommer Woods, Chief Inclusion Officer at Woods & Watts Effect
Below, we present how to increase workplace diversity and 4 different approaches to consider when integrating DEI principles into your organizational core values.
1) Think long-term
Osrow explained that a traditional lack of diversity is “ultimately because of systemic issues that have been built up around white privilege.” With that said, every single person has the ability to create systemic change, or as leaders of organizations, new systems entirely. Focusing on the bigger picture beyond recruitment is key to creating a diverse workplace that supports, attracts, and caters to diverse employees and customers.
Think about how you are representing your brand.
“Who is your product affecting? Who’s working on your product? If you are marketing to everybody in the U.S. but you only have white engineers, you’re really only marketing and selling your product to a white demographic,” said Osrow. “Thinking about how you’re expanding these other pieces and not just how you’re getting people in the door.”
“Almost everything in DEI can come down to budget. You can’t say, ‘oh, we don’t recruit diverse underrepresented talent’ if you’re not putting your money and resources to get that talent.”
Are you finding candidates through a variety of platforms beyond LinkedIn, looking at Historically Black Colleges and Universities (HBCUs) as well as job boards like Diversify Tech or Chronically Capable for people with disabilities and chronic illness? Are you supporting your employees and making sure they’re treated not just equally, but equitably once they become a part of your organization?
Even in industries with very little diversity, there are ways to build out opportunities for the future by creating scholarships, mentorship programs and paid internships.
“There’s nothing you can do today that’s going to make you more diverse tomorrow in an overnight capacity,” said Osrow. “Recognizing that and thinking long game, not just short game, will open opportunities for a more diverse industry over time.”
2) Look Beyond the Surface to Promote Inclusivity & Well-Being
Diversity and inclusion is about more than race. Diversity also encompasses gender, socioeconomic status, education, disability, LGBTQIA+ identity and more.
“Everybody should be able to show up unapologetically who they are. That is an inclusive environment.”
Making sure the work environment is open and welcoming to start with is a priority when approaching those uncomfortable discussions about race, identity, or use of pronouns in the workplace. Though it may seem overwhelming at first, “one way to start is to admit that you don’t know, that you don’t have all the answers,” added Watts. While you aren’t expected to know everything or never make a mistake, you are responsible for acknowledging your blind spots and seeking out advice and consultation from experts when needed.
”The good thing is that tension is where we grow,” said Watts. “Having the right approach to those uncomfortable conversations is a great place to start. Bringing in resources, bringing in experts, figuring out what you don’t know is the best place to start, and that really is a self-assessment.”
If you're unsure about how to approach navigating challenging topics, The Rise Journey offers a dedicated lunch & learn session focused on navigating difficult conversations that’s designed to help your team overcome these complexities.
3) Reflect and Assess Your DEI Tactics
Conducting a DEI organizational assessment or internal self-reflection facilitates a safer and more comfortable workplace, where people can bring up potentially tense subjects. Starting a book club with your team members and reading expert-recommended books is one way to start a conversation about uncomfortable topics. Instituting DEI Employee Resource Groups (ERGs) to build community and allyship within your organization is another way to celebrate diversity. Evaluate your approach and brainstorm ways to make your workplace more inclusive.
4) Stay Consistent and Keep Your Word
Check-in with yourself and your team at regular intervals to see how you are doing. Give people the opportunity to take a moment if they need to, or table a particularly intense discussion for another day. Owning up to your actions and mistakes is vital to learning and building a safe environment. By putting in the work as you grow as an organization, you will eventually see tangible impact and benefits over time.
Most importantly, “believe people when they tell you their experiences,” Osrow added. Trust and respect are crucial to building a safe work environment where people feel empowered and welcome to share their true selves unapologetically. Ask, listen, and believe.
View the roundtable discussion recording.
At the Rise Journey, we offer opportunities for organizations to deepen their understanding in cultivating a diverse workplace and inclusive environment through HR & organizational assessments, learning and development, DEIBA strategies, and additional resources.
In need of support? Contact our team below for more information.
