PAYSTUBMAKR.COM present this article. How to Create a world of Diversity and Inclusion for your company
We already read about diversity and benefits that you can gain by achieving a good level of a mixed workforce in your industry. Reading our early article Diverse workforce advantages, you can see how your business can improve it’s innovation and decision making.
Following the recommendation on this article Recruiting and hiring practices will bring diverse employees to the doors of your business, but it won’t make the miracle of benefits to your company unless you succeed to make all your workforce, feel included and respected, and be able to perform the best of their skills and traits.
A diverse team in a meeting, Paycheck equality
In this article, we will review the ideas about how to create a culture of diversity and inclusion in your business. Topics like the structure to build, some practices of communication and training. As we are dealing with business and work we can not leave the money out of the action, effort and success should be related and bonuses to the successful participant in building the diverse culture.
1. Create a Structure
Every idea that you want to convert to reality will need someone to lead the process and learn the lessons while moving toward accomplishing the goal.
The structure to use will depend on the size of your operation. It may be a vise president and a whole department that takes care of the diversity project or a low-level manager with one or two secretaries if your operation is small. If your business is small, take care of diversity by yourself.
You should have someone in charge of the diversity process with the dedication to the idea and time and the means to do his job. We will note some changes that are needed to get it done.
Diversity in the workplace means equal pay for all.
2. Define Your Focus
In an earlier article, we mentioned that there are many Different Dimensions of Employees Diversity you have to decide on what dimensions you are going to start recruiting. Different industries can have different elections on what dimension to prefer focusing, diverse communities and local cultural tones can make you focus on some dimensions and leave the others for the future. You have to look for your employees’ interest in diversity and flow with it. It will be easier to have one or a few of your people to be involved in choosing what dimensions are better to start the diversity project. Your customers can accept one dimension easier than others as they are an essential part of the diversification process. After analyzing it all, you have to make a decision.
Objectives should be set, you and your staff must know where you are looking for as a successful diversity project.
The objectives can be one of the following:
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How many of your recruited staff stay working for a long time?
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What is the change in the part of each dimension after one year, two years and the third year?
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Compare with the results in your industry.
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Survey your own employees’ opinion about the new situation in their workplace
We will discuss in this article about more metrics for the evaluation of the diversity project.
We are all equal on the payroll
3. Build Networks
You are not alone. There are many businesses that struggle with implementing diverse employment in their workplace. You can get together with other business owners create a group that will communicate and discuss the topic, exchanging experiences.
You can set up some ways for your workforce to interconnect and help each other or in groups with formal or informal systems of mentoring.
Communication will help your employees to feel more comfortable in their workplace, and bring your project to succeed. Investing in mentoring yield better promotion to the participants than to those that did not participate.
The success of your diversity project does not depend on your effort in recruiting but on their trust in you to let them climb up to the higher positions. A good mentoring program can encourage the new employees of different dimensions by ensuring that diversity can rich the leadership posts and equal pay for all. Gender Equality in Your Business, How to Achieve it.
4. Enforce Discrimination Policies.
It is evident that the diversity project can bring cases of discrimination. A low-level manager can take some steps that will be understood by some of the recruits as offensive or interrupting their carriers. You should have available the information about the right to be free from discrimination in the workplace. The Employee Handbook should have a section about diversity and discrimination. Some posters could be visible to all your staff. In some places, it’s a legal requirement to have this information put visible to the workers.
A clear code of behavior for diversity will avoid misunderstanding, unnecessary offensive incidents. Your employees have to know what are words and actions that are not OK and what are those they can use for themselves. Firm action should be taken with those people that break the code of behavior.
Even if you managed an excellent diversity project and you gain a healthy, inclusive workplace, this kind of incident can happen. Your reaction should be strict and responding with no hesitation, in this response you ensure that everyone will feel safe and supported and can do the job with no harassment or discrimination.
