In order for employers to nurture a truly diverse workforce, close scrutiny of the organization’s policies, procedures and practices is necessary. The first place to start is with the company’s recruitment and hiring practices. After all, in order to have a diverse company, it’s necessary to hire diverse talent.
The hiring team in the human resources (HR) department should itself comprise people from all backgrounds and walks of life. Job ads should be written with an eye toward inclusivity, such as by using gender-neutral pronouns and by separating the minimum, mandatory prerequisites from those that are merely preferred.
It’s also important to acknowledge the role of unconscious biases, which are something that everyone has. For example, a hiring manager may pass over a certain resume because the name on it looks “foreign” and the hiring manager subconsciously suspects that the applicant may not speak English well. To combat this, the HR department should consider blindly reviewing résumés without such identifying details.
Care must also be taken to eliminate biases when training, promoting and offering professional development opportunities to employees. Some policies may need to be amended, such as by allowing employees to take time off for any religious holidays. Other strategies for promoting diversity and inclusion are as follows:
- Strengthening the language on diversity and inclusion in the employee handbook
- Offering onsite daycare
- Conducting periodic training on workplace multiculturalism and diversity
- Conducting anti-discrimination training and ensuring that every employee understands their rights and responsibilities
- Establishing an employee-led diversity task force to promote new ideas
- Developing mentorship programs to ensure all employees have equal access to advancement
- Using anonymous surveys to periodically conduct audits of employees’ experiences with inclusivity and diversity at the company
Remember that true diversity isn’t only the presence of minorities in a company’s workforce. It’s also about equal access to opportunities and equitable treatment in the workplace. Managers should strive to ensure that all employees are being treated fairly, such as by conducting a payroll audit to determine whether women are being paid less than their male counterparts.
To further explore workforce diversity and other important issues of the 21st-century workplace, consider applying for enrollment in one of Grand Canyon University’s graduate programs in business and management. The Master of Science in Leadership (MSL) and Master of Business Administration (MBA) degree programs prepare corporate leaders to take the next step in their career and learn how to more effectively lead diverse teams, cultivate positive organizational change and leverage human capital. Click on Request Info at the top of your screen to begin planning your next academic achievement at GCU.
