Workplace diversity is not just a sign companies give to show their commitment to embracing differences and change, but an absolute necessity for businesses to strive. While the concept is well understood, its application comes with challenges that need to be identified ... and then tackled.
Firstly, it is important for managers to genuinely understand and value differences by recognising and understanding everyone’s skills and voice.
Team members have the right to feel safe, share ideas and provide feedback in a diverse environment. It also means being aware of unconscious biases, which can impact on behaviour and decision-making.
In order for companies to sustain themselves, the search for diversity should accept cognitive differences and have a range of employees coming from different thinking and problem-solving backgrounds.
More often than not, inclusion is a challenging part of diversity management, as individuals tend to form groups with people they are comfortable with.
Diversity eases resistance and shakes organisational norms by creating the need for flexibility and being open towards a wider culture. Diversity is celebrating people for who they are, regardless of gender, cultural background, abilities, and age to name a few.
When it comes to motivating team members, celebrating differences is valuable to embrace diversity and a powerful way for inclusion. That being said, managers must be aware of the differences between celebrating all team members equally compared to focusing on a small number of unique attributes and comparing them to others.
For example, team building activities can be an effective way for managers to help team members understand their own value and what they can bring to the team.
Being transparent about company rules is also crucial to fight against discrimination. A company’s code of ethics is essential in terms of ensuring all team members are treated fairly, with respect and dignity. It must be a part of the company’s onboarding programme, read and signed by newcomers at the time of joining.
Not only should it be easily accessible to all employees at all times, it must clearly stipulate the process of handling complaints, and should be the same for all employees to create a safe business environment
Finally, communication and learning and development (L&D) play key roles in managing diversity; communication is crucial in binding employees together and managing organisational diversity. Whether it is through language or cultural signals, it is also a critical challenge. It is the company’s responsibility to ensure all professionals, at any level, have access to resources which allow for effective communication and the ability to be heard. Ineffective communication can create complex misinterpretations and reduce efficiency in the workplace.
It is the company’s responsibility to educate its managers about diversity and inclusion through training, awareness campaigns as well as broadening team members’ exposure to diversity.
Florence Bulte is Head of Sustainable Engagement, Chalhoub Group.
