What actions does your company take to manage diversity and inclusion?
To help your company find the best ways to manage diversity and inclusion effectively, we asked HR experts and business leaders this question for their best tips. From company-wide inclusion to inclusive recruitments, there are several things that may help your company effectively manage diversity and inclusion.
Here are nine actions companies will take to manage diversity and inclusion:
- Company-wide Inclusion
- Gauge Your Team
- Start with Listening
- Keep an Open Mind
- Recognize Different Ethnicities, Backgrounds, and Sexual Identities
- Hire Diverse Employees
- Run Workshops and Inclusive Recruitment
- Celebrate Cultural Holidays
- Strive for Process Excellence
Diversity, inclusion, and equity are critical components of our success as a company. We understand that our customer base appreciates working with a financial services company whose employees look much like our very diverse country. We are deliberate in recruiting and hiring practices to ensure the candidate slate presented to hiring leaders is composed of diverse, qualified talent. We encourage our diverse team members to engage in one or more of our Employee Resource Groups to stay connected, network within the company and community, and actively participate in focus groups that impact everything from our company strategy to career path opportunities etc.
Heather Marcom, Freedom Financial Network
Gauge Your Team
Our recent Great Place to Work survey results reassure us that our efforts have been successful, with 90% of KUBRA employees indicating that they feel like they can be themselves at work. Over 94% of our employees believe people are treated fairly at KUBRA regardless of sexual orientation, race, economic/social status, gender, or age. We also provide a number of free resources to our people so that they can educate themselves on topics related to diversity and inclusion. Our people are our barometer for success, and these results speak volumes about how inclusive our culture is, and this is without having any formal ERGs in place.
Alex Arkarakas, KUBRA
Start with Listening
Effectively managing diversity and inclusion is about doing the little things right each day, both internally and externally. Since 1985, we have been in the business of helping our customers overcome barriers by providing stair lifts and home elevators. Ensuring that our company culture focuses on inclusion has the potential to not only improve the lifestyle of our customers but our employees as well. All team members should be able to provide feedback to leadership, and leadership should actively listen to achieve progressive change. Getting inclusion right involves everyone, and it starts with little things like listening.
Pete Newstrom, Arrow Lift
Keep an Open Mind
Alisha Taylor Interiors is a woman-owned and operated company, something we are very proud of! We also have had the privilege to hire other strong and confident ladies who better the company and offer their unique, female insights on how we run our company, handle clients, and deliver designs. We are fortunate to be in a predominately female industry, surrounded by other male-dominated industries (construction, architecture, etc.) At Alisha Taylor Interiors, we keep an open mind to manage diversity and inclusion. We accept and respect all who come through our door, whether it is a client, vendor, builder, or architect.
Alisha Taylor, Alisha Taylor Interiors
Recognize Different Ethnicities, Backgrounds, and Sexual Identities
At Kegelbell, we embrace diversity and promote inclusion across all team members, vendors, and customers. We encourage open communications and transparency, which means that we can have honest conversations about our own biases, backgrounds, and preferences. I am part of the LGBTQ community and of Mexican-American descent, which means that I’m intimately familiar with the challenges someone can face coming from a minority background. I’m proud of the team and proud that we’ve built and how it continues to help people with vaginas across all ethnicities, backgrounds, and sexual identities.
Stephanie Schull, Kegelbell
Hire Diverse Employees
One of the things we do as an organization to manage diversity and inclusion is focusing on attracting a diverse workforce to begin with. We make sure our postings are live on several different types of listing sites. From LinkedIn to College Campuses, we ensure our openings reach a wide range of ages and backgrounds. And while our team is mostly women, we all come from a variety of backgrounds, races, and ages. We value the diversity of the team as it provides diversity to our work, richness in our product, and a great place to feel included in our workday. We also use tools to measure how supported our team feels by regularly asking through anonymous polling.
Jenn Christie, Markitors
Run Workshops and Inclusive Recruitment
We regularly organize diversity and inclusion workshops for our employees, but we know that theoretical knowledge is not enough. That’s why our goal is to incorporate D&I values into our recruitment process. We want to promote diversity in our job postings, social media posts, and interview questions. Such an approach helps us encourage people with different backgrounds and life experiences to become a part of our team. We strive to hire applicants with an open mindset and traits that will fit our company culture and create a diverse and inclusive workplace.
Dorota Lysienia, LiveCareer
Celebrate Cultural Holidays
Introduction and education about various holidays celebrated by different groups within an organization can be valuable to champion equity. In 2020, Juneteenth, also known as Freedom Day, became more widely recognized. This holiday honors the emancipation of those who had been enslaved in the United States. Originating in Texas, it is commemorated on the anniversary date of the June 19, 1865 announcement by Union Army General Gordon Granger, proclaiming freedom from slavery in Texas. Recognition of meaningful holidays is an important gesture. However, small acts such as offering workers a new day off are only a component of a larger effort to build workplaces where employees from all backgrounds can flourish.
Tyler Butler, 11Eleven Consulting
Strive for Process Excellence
You can hashtag whatever slogan is popular this week, but change doesn’t come from paint on a sign. Inclusion only works if everyone is included. Diversity is more than a checkbox on an HR form. The goal is securing diversity of thought. You achieve that through fair and transparent, performance-based decisions throughout every stage of the employee lifecycle, including compensation and promotion practices. Audit your company data and practices and adjust if needed. Then you can hashtag your success.
Tim Toterhi, Plotline Leadership