Therefore, employers have several responsibilities concerning diversity in the workplace, if you hold a position of influence in your organization, you can help to ensure that your organization is treating people equitably and has appropriate diversification. For instance, an important part of promoting equity and diversity is setting norms in your organization that promote inclusion and openness.
Getting to know your colleagues on a personal level, regardless of their culture and background, will help you to find common ground, deepen your appreciation of differences, and promote an inclusive and welcoming work environment, inclusion—an individual or group that is included and is valued, respected and supported, your organization that has equitable diversity at every level is inclusive. In this case, organizations are focused solely on numbers, and while that is still important to look at, it cannot be the full picture.
Diversity climate, defined as your organizational climate characterized by openness and, or appreciation towards cultural differences, has emerged as one of the most promising factors determining the success of diversity management in (multicultural) organizations, economic globalization is one of the driving forces of cultural diversity in the workplace, for example, these challenges can be mitigated if your organization makes a concerted effort to encourage a more heterogeneous environment through promoting a culture of tolerance, open communication and creating conflict management strategies to address issues that may arise.
With a diversity of experience, expertise, and perspectives, a nonprofit is in a stronger position to plan for the future, manage risk, make prudent decisions, and take full advantage of opportunities, as your organization operating in markets all around the world, you believe diversity brings benefits for your customers, your business and your people, also, while the literature on conflict and conflict management has grown rapidly in recent years, little is included in the literature about conflict that results from diversity.
Importantly, diversity and inclusion require a holistic and end-to-end organizational focus, often organizations make the mistake of improving certain areas and overlooking other equally relevant spaces, regardless of who owns the tactics and execution, visible and deliberate leadership engagement is necessary in order to provide any efforts the best chance of success. Of course, embracing diversity only enhances your work culture, it also drives your business success.
Achieving diversity in the workplace is about ensuring the people who work within and throughout your organization are representative of wider society, one of the most pressing challenges facing human resources practitioners is to foster a working environment characterized by tolerance and inclusion for workers from very diverse backgrounds. And also, to meet the needs of a diverse customer base, you reflect that diversity within your organization and celebrate it in communities around the world.
Measure the results of your diversity initiatives to track success and find eventual bottlenecks, for offices that promote diversity of age, the younger generation should be able to seek the help from professionals with more years of experience, which could be a great mentor, identify the impact equality, diversity and inclusion requirements have on organizational practices and the day to day activities of your organization.
Equality and diversity is an issue that affects all workplaces, no matter size, location or occupation, managing diversity focuses on maximizing the ability of all employees to contribute to organizational goals, also, you view diversity and inclusion as your organization imperative that will enable you to build and empower your future workforce while also doing your part to address societal challenges.
Want to check how your Diversity and Inclusion Processes are performing? You don’t know what you don’t know. Find out with our Diversity and Inclusion Self Assessment Toolkit: