Creating a successful workplace diversity and inclusion program can be quite a challenge. Considering all the factors involved, including age, gender, race, and sexual orientation, is what makes the endeavor so difficult. Consider the following important details to create the strongest diversity and inclusion program possible.
Why Create a Diversity and Inclusion Program?
There are several benefits that companies realize through the creation of a workplace diversity and inclusion program. Some of these advantages include the following:
- Diverse skills. These programs help to create more diverse workforces, which in turn provide a more diverse set of skills. A workforce in which everyone shares the same narrow skill set will be limited in its abilities and will hold a company back from achieving its highest level of success. With more uniquely talented employees, companies are more likely to achieve breakthroughs and innovation.
- Diverse views. A diverse workplace offers a wide range of views on how to solve a problem. With more diversity in its perspectives, the workforce is more likely to create innovative solutions. Forbes Insights’ Global Diversity and Inclusion report found that 85% of companies with over $500 million in revenue found diverse views critical in driving companies toward innovation.
- Diverse candidate pools. By expanding its candidate pool to a more diverse group, companies are able to pick more highly talented individuals.
- Diverse company culture. Companies that embrace diversity in their workplace cultures report that this in turn provides a strong foundation for employee satisfaction and growth.
The Elements of a Strong Workplace Diversity Program
There is no one-size-fits-all approach when it comes to creating workplace diversity programs. Companies that create such programs, however, tend to benefit by instituting the following elements into the plan:
- Information tracking. Companies are only able to determine if a diversity program is successful if there is a way to track the results. It is critical to establish clearly defined goals and monitor progress.
- Many companies have discovered that mentoring programs have the potential to greatly improve workplace diversity. If a business is new, small, or simply does not have a mentorship program, it might be beneficial to start one.
- Targeted recruiting programs. Targeted recruiting programs have the potential to be a particularly helpful tool in diversifying a workforce.
- Diversity and inclusion training. It is a wise idea to make diversity training programs available to all employees rather than just management or upper-level executives. This training sets the tone for a company’s priorities.
- Diversity managers. Many companies and particularly large ones discover that it is valuable to retain a diversity manager who can monitor and enforce corporate standards concerning diversity and tolerance.
- Frequent reassessment. Although a diversity program might be working well for a company currently, there is no promise that it will continue to do so in the future. Check back in periodically to ensure your program is a reflection of the changing times.
Speak with an Experienced Employment Lawyer
All kinds of companies can benefit from instituting workplace diversity programs, even though it can be challenging to create one successfully. It can be helpful to retain the assistance of an experienced employment law attorney to ensure that you are following the letter of the law. Contact Simon Paschal PLLC today for assistance with your diversity and inclusion initiative.