Creating a Diverse and Inclusive Workplace

Diversity and Inclusion

Having a a diverse and inclusive culture is a very beneficial trait when it comes to attracting and retaining top talent. It also plays an important role in innovation and overall business success. Diversity and inclusion are completely intertwined, and one does not work without the other. Despite this, most companies group them together as a single term. According to Ella Washington, Ph.D., a Subject Matter Expert at Gallup, and Camille Patrick, a Consultant at Gallup, each term needs to be fully understood on their own before one can reap the benefits of a diverse and inclusive culture.

Diversity: This represents the demographic differences in humans; race, religion, gender, sexual orientation, age, socio-economic status or physical disability. It can also represent differences in lifestyles, personality characteristics, perspectives, opinions, family composition, or education levels, too.

Inclusion: This refers to a cultural and environmental feeling of belonging. Having a diverse workforce won’t help your bottom line unless each unique individual feels welcomed and that their opinions and skills matter.

Creating a Diverse and Inclusive Workforce

According to Gallup’s research, these are the 3 requirements for creating a diverse and inclusive workforce!

  1. Treat employees with respect: 90% of employees who say they are not treated with respect at work report at least one incident of discrimination or harassment. So, hiring a diverse workforce needs to be followed up with a respect policy. Knowing that respect is a requirement and that it is expressed in all levels, will help employees feel comfortable in sharing their new ideas.
  2. Employee strengths are valued: With a diverse workforce comes a vast array of skills and talents. Valuing what each employee brings to the table is the best way to help employee’s realize they play an important role within the organization. Gallup research shows that offering strength coaching can increase productivity and lead to improvement in perceived inclusiveness.
  3. Leaders do what is right: Many employers hire a diverse workforce because it is the right thing to do, which is a great start! From there, leaders need to continue doing the right thing by their employees. They need to promote a culture of inclusiveness, encourage employees to express themselves, and address any concerns with transparency and confidence.

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