“Diversity is having a seat at the table, and Inclusion is having a voice and taking part in the conversation” – Satrix.
The words Diversity and Inclusion have become commonplace in the work environment – but is there a common understanding and appreciation of these terms? Let’s break it down…
When referring to Diversity, one must differentiate which type you are referring to first. There are generally 4 types:
Let’s move on to Inclusion. The sum of Inclusion comes down to a feeling and is not as easy to describe as Diversity; however, just as important to understand.
A list of what Inclusion means to most is:
A highly diverse and inclusive workforce will lead to not only higher Productivity, but higher Employee Engagement. And, the only way that all happens is that your employees are happy. It may seem simple – make sure your employees are happy – but remember that there are many forces at play when it comes to self-happiness – home life, work-life – relationships – mental state – and many other factors. As the employer or manager, your role is to tackle and manage what you have control of, and that is your people. It starts with who you employ – and then the way they treat others, the way they communicate, and how you upskill them, not only in how you want work to be actioned and handled, but what they understand about Diversity and Inclusion.
In South Africa, it is clear we have a very diverse workforce and embracing it will lead to a more creative and innovative workforce, giving companies a competitive advantage. When a company learns the importance of embracing Diversity and Inclusion, they will be able to:
Let’s break that down further …
When your staff feel they are heard and valued, you stand a higher chance of staff retention – thereby not only keeping the cream of the crop, but also reaping the benefits of their training and upskilling. Should they leave, your competitors will profit from your investment.
When you have people around you who are secure in themselves, in their colleagues, and you, as the business owner, you will find their mind’s opening up to more possibilities. They will feel they can be more creative, more daring with their ideas, thereby producing more effective work and results.
Through your employees’ eyes, you will see how they welcome your customers better, taking time to understand their needs, their problems that need solving, and how they can be the best for your customers.
This will, in turn, lead to higher productivity and better financial performance all around. They are all interlinked. And, at the end of the day, you want your business to grow and prosper. And, what is at the heart of your business’s success? Your people.
Get them thinking open-mindedly and with a thought for the greater good, and it will filter down into all the rest of your people, even your customers and suppliers. The place to start is a Diversity and Inclusion Strategy.
1. Start with the top – your Board, Directors, Stakeholders
When the top management understands and appreciates what Diversity and Inclusion are about and then see the benefits, they will be on board to put this strategy together. You will need to precisely lay out the benefits for them, the staff, and the company as a whole.
2. Understand the Core of the Strategy
If you have never put a values, vision and mission statement together, now is the time. It may seem old school and very corporate, but there is merit in detailing these elements.
The Vision of the business will help your people understand where you want to go. The Mission is how you will achieve that vision, and generally, this is where the people are brought in.
The Values of the business fall down from top management and speak to the fundamental beliefs. Here is where you will see if all parties involved have the same values or not. Sure, not all will be the same, but the essential and core values will have some resonance with each other.
3. The External Perspective
If you haven’t bothered to find out what your customer’s wants and needs are and whether you are offering solutions, then you need to take a look back. Are you satisfying them every step of the way, and are your employees in the know too?
4. The Internal Perspective
Here, we go deep into the archives of your business. First, you will need to ensure Diversity and Inclusion is understood and also accepted. There will be hard times, challenging questions and possibly some unhappy faces, but at the end of the day, you will land up with a policy in place that can stand up for itself, and you will have people that fit with your vision.
5. The Learning Game
The process of obtaining Diversity and Inclusion nirvana is not an overnight process. There will be workshops set up, there will be training on the go constantly, there will be rehashing even months after the training, and there will be a rebirth of your company and your people. Infrastructure needs to be put in place in order to tackle this issue.
Like with all business processes, you should be measuring. Having a Diversity & Inclusion Score Card will show you:
The Diversity & Inclusion Scorecard can help your business achieve equality across all spheres. Your Diversity and Inclusion culture can be significantly adjusted with a more positive outlook. The Score Card will be a go-to tool to ensure you are keeping everyone on the right path to a cohesive, diverse and inclusive environment. It will help you see whether everyone is being recognised, heard and valued.
The idea around keeping a scorecard is not to call anyone out. Instead, it is about agreeing to a plan of action, formulating the plan, implementing the plan, and checking in regularly to ensure the plan is still on track.
It may take a village to raise a child, but it takes everyone at an organisation to keep a strong Diversity and Inclusive policy going.
Yes, this will be tough. Yes, this will be trying and stressful. But, at the end of the day, you will have moulded your perfect team with one vision in mind – a 100% diverse and inclusive organisation.
LabourExcel specialises in offering a variety of Labour Law and HR Solutions. Silke Rathbone, one of the Principal Partners, has crafted and honed her skillset and assists corporates and individuals along the Labour journey to ensure they understand what is required of them at all levels.
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