According to Associate Dean and Director of Office of Inclusion, Belonging, and Intergroup Dialogue at Stanford University Mohammad Bilal, there are a couple of different forms of bias. Understanding bias and building awareness is a first step towards real change. Here are some tips and action items to help managers and HR leaders build on their existing DEI efforts or develop new ones for the first time. Inclusion is a respect for and appreciation of these differences – the deliberate act of welcoming and valuing diversity and equity. This means extending initiatives beyond the hiring process and providing equal opportunity and treatment throughout every touchpoint of the employee experience.Īt Ceridian, we define diversity as a measure of difference in identity things like gender, ethnicity, age, sexual orientation, ability, or religion. Diversity, equity, and inclusion go hand-in-hand, and to experience real organizational change, companies must build a truly inclusive work culture. Hiring for diverse backgrounds and promoting diversity initiatives is only a first step. However, LinkedIn data shows that companies talked about diversity back in June 2020, but that discussion began to decline just a few months later. Businesses need to take this opportunity to not only continue the conversation, but to implement and uphold more impactful strategies to see real, lasting change within their organization. Recent events have sparked important conversations around racial bias and social injustice, calling upon institutions and organizations to do their part in taking meaningful action.
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WATCH NOW: Recognizing bias in the workplace: How to create a more inclusive environment Essentially, a dispersed workforce can distance employees and teams from one another, undermining inclusivity efforts and initiatives that existed in the traditional working environment. These new working arrangements can further exacerbate existing diversity challenges and highlight unconscious biases that may exist.
Workforces are more dispersed as some employees are working remotely while others are at – or returning to – the physical office or worksites. Over the last year, diversity and inclusion receded as a strategic priority for many organizations as they continue to address threats to business continuity and recovery. Taking bolder action with diversity, equity, and inclusion efforts
And these DEI statistics couldn’t be more relevant today. According to the report’s findings, 78% of companies prioritize diversity to improve culture, and 62% of companies prioritize it to boost financial performance. LinkedIn’s Global Recruiting Trends report found that diversity is a key trend that has impacted the way organizations hire their people. As well, research conducted by McKinsey has found that women in particular have been negatively impacted by the pandemic as it has intensified preexisting challenges that working women already faced – such as finding childcare. Two factors contributing to this underrepresentation are the rate at which employees leave a company and the rate at which employees get promoted. However, certain industries in particular – such as financial services – still have significant lack of representation of people of color, mainly at senior levels. The reason for this is clear: more diverse companies have greater levels of innovation.
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Some studies have found that companies with pro diversity policies performed better and had greater resilience during the 2008 financial crisis. The research that diversity in the workplace powers innovation and financial performance continues to stack up. Diverse teams foster better employee engagement and productivity and they allow for better problem-solving abilities as varying perspectives often approach business challenges in a new way. While many companies have been putting diversity, equity, and inclusion into greater focus over the last few years, there is still significant room for improvement. Global Head of Diversity, Equity, and Inclusion
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