Let’s Talk Diversity and Inclusion
Human Resources and diversity and inclusion expert, Josh Bersin says, “Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.”
In fact, according to Talentlyft, diverse workplaces experience higher creativity levels, faster problem solving, higher employee engagement, more innovation, and a better company reputation.
Greenhouse reports that diverse workplaces attract better candidates and have higher revenues than their less diverse peers.
While it’s the right thing for every business to do, impactful Diversity and Inclusion practices go beyond recruiting and hiring. Your company must ensure that all employees feel like they’re a part of the team. This month, ON Point tackles diversity and inclusion by sharing some benefits and unique ideas for cultivating an inclusive workplace.
- Write results-based job descriptions. Men apply for a job when they meet 60% of the job requirements while women only apply when they meet 100% of the requirements. Rather than list out what the requirements are, frame your job descriptions to illustrate the results you expect from the candidate 6 months to a year from their hire date rather than everything they should have going into the job. After all, learning a new job is a growth experience even for the most qualified candidate.
- Blind screen resumés. Research shows that people with ethnic-sounding names need to send out more resumes before getting hired and that resumes coming from women tend to rank lower than their male peers during HR review. Have your HR team review resumes without the names attached to avoid bias.
- Check your bathroom stock. Go beyond toilet paper and paper towels– make sure you offer tampons and other feminine hygiene products. Provide them at no cost. Include signage that identifies your bathrooms as inclusive – simply add a sign on each bathroom door that says “For those who identify as.”
- Put dish duty on rotation. Studies show that women clean up the breakroom more often than their male counterparts. And this task and those like it cut into their productivity. Put breakroom cleaning on rotation and make all employees responsible for keeping the breakroom clean. When someone steps up and goes outside of the rotation to keep it clean, recognize them for their efforts.
- Celebrate holidays and events of underrepresented minorities. Offices always have a Holiday Party in December why not celebrate Pride in June? Or Black History Month in February? Invite employees from those communities to incorporate their traditions into the celebration. You’ll learn more about one another and it’ll be fun.
- Check your office temperature. Did you know that office thermostats are calibrated to keep men comfortable? Check your thermostat. Is everyone comfortable? Are women running around in heavy “office sweaters” in July? Get input from your employees and find an office temperature that’s suitable for the majority.
- Offer company swag in women’s and extended sizes. Whether folks wear swag to trade shows or simply to show their company pride, when it fits well and looks good on them, you look good too.
- Start blogging. Invite diverse employees from each department to write about your company from their perspective. You’ll learn how those employees feel about the company and you’ll reach a more diverse market.
- Think about work-life balance. Employers who offer flex-time, work-from-home, and flexible PTO have higher employee retention and more productive employees. Trust that your employees will make the right decisions. They’ll prioritize appropriately. Schedule some team-building events during the workday so that employees who have family obligations can attend.
- Rethink your meeting style. Distribute meeting agendas and talking points ahead of time to accommodate different working styles. Then, structure those meetings round-robin style to give everyone a chance to talk. Studies show that women who speak up during meetings are more likely to be interrupted than their male counterparts under the traditional model. By restructuring your meetings, you’ll allow for a more diverse input leading to more creativity and innovation.
Empathetic leadership is good leadership. But leaders must do some work themselves. Think about who your employees are now and who you’d like them to be in the future. Company diversity is more than a hashtag or a public statement. At ON Point, we’re here to help you do the work you need to do take Diversity and Inclusion to the Next Level.
