Why Diversity and Inclusion Must Be Part of Your Company’s Culture – And How to Make It Happen

Diversity and inclusion should be an integral aspect of every organization. By embracing diversity, companies can benefit from the diverse backgrounds, perspectives, and skills of its workforce. In turn, this can lead to improved problem-solving, creativity, and innovation.

Moreover, having a diverse and inclusive workplace can help businesses to attract and retain talented employees. People want to work in environments that respect and celebrate differences in race, ethnicity, gender, age, religion, sexual orientation, and more.

But diversity and inclusion should not just be simple box ticking exercises; they must be rooted in a company’s culture. To make it happen, here are a few things companies can do:

1. Embrace diversity and inclusion in your mission statement: Make diversity and inclusion an explicit priority. Put together a mission statement that reflects your commitment to promoting a diverse and inclusive workplace.

2. Communicate expectations: Clearly communicate your expectations to every employee in your organization, emphasizing that diversity is essential and should be embraced and celebrated.

3. Developing educational resources: Offer educational resources for workers on how to be an inclusive person and what words to avoid when communicating with others from diverse cultural backgrounds. Training sessions on implicit bias and the importance of diversity make great starting points.

4. Foster an inclusive culture: Celebrate diversity in both big and small ways. Allow time for employees and team members to share their cultural and personal backgrounds freely. Create shared moments of celebration and learning around a variety of holidays so that people feel welcome and valued in your team.

5. Hold yourself accountable: Use data to measure and hold the business accountable for implementing or progress towards diversity and inclusion goals. Collect data on the gender, race/ethnicity, and job satisfaction of your employees. Analyze this data regularly to identify areas of improvement.

In conclusion, promoting diversity and inclusion is not about satisfying the latest mandate or being politically correct; it’s about embracing the differences that make an organization vibrant, dynamic, and successful. By making a commitment to diversity and inclusion as part of your business culture, you can create an environment that benefits everyone, no matter who they are or where they come from.