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We are very proud to inform you about the launch of our new project ''Diversity@work'' that is co-funded by the Erasmus+ programme of the European Union. Last week (18th and 19th of September) we have travelled to Cyprus for the kick-off meeting which was hosted by MindSpin.

#diversityatwork #hellasforus #erasmus #erasmusplus

The Oxford dictionary defines ‘diversity’ as a range of many people or things that are very different from each other. ‘Equity’ is defined as a situation in which everyone is treated equally, while ‘inclusion’ refers to including somebody or something. When blurted out, these terms tend to grapple the management of organizations with fear, primarily because of the momentum it has gained around implementing practices that promote these values. But, despite this, there remains a lack of clarity regarding DE&I. And more often than not, professionals use these terms interchangeably to the extent that the connotation gets dispersed. Diversity, Equity, and Inclusion Let’s clarify the Confusion! Diversity at work refers to the variety of people within an organization. Equity is all about eradicating barriers to equitable participation. And inclusion is the art of fostering an environment that facilitates diversity and equity. If you notice, these terms are closely interrelated. Diversity begins with talent acquisition. Equity focuses on ensuring your recruits have equal opportunities and fair access to resources to flourish. Inclusion is all about sculpting a frame in which your employees feel safe, valued, and respected. Diversity, Equity, and Inclusion — Exela HR Solutions Diversity at Work Although the inclusion of practices that promote diversity at work was begotten with the best intentions, cornering or referring to a select group of people implies that they are somewhat different or not part of the majority. Insensitivity to its proper usage and reference may alienate the minority and make them feel like the unpreferred bunch. Therefore, besides knowledge about what DE&I means and includes, professionals must be mindful of how they communicate these, even more so while recruiting and conducting talent acquisition processes. Some professionals think of diversity in the context of a mélange of diverse people, while others refer to it as a case for equal or fair representation. Some tilt toward the representation, while some deviate toward the implementation. The workplace is a melting pot of cultures, genders, relationship statuses, age groups, ethnicity, origin, race, faiths, physical abilities, educational qualifications, political views, designations, roles, functions, levels, professional experience, etc. You can assess your organization’s diversity by computing the percentage of representation from all categories mentioned above in your talent acquisition workflows and present staff on the company payroll. This will give you valuable information and insights into your company’s DE&I status. Equity, not≅ Diversity at Work Once you have addressed diversity, ensuring fair ground for all classifications of employees is a crucial step after that. Think about it, what’s the point of carefully selecting professionals from various groups if you don’t allow them equal opportunities? The entire talent acquisition exercise will be futile. It would be best if you made it a practice to recognize and reward outcomes and performance instead of baseless unfair typecasts. Diversity at work encompasses all that affects the fair treatment of professionals. These may apply to opportunities, access, and progress, amongst other things. Equity is reflected in the company’s culture. Equity and Diversity at work do not guarantee inclusion Inclusion of diverse groups does not naturally happen in a workplace with equitable opportunities. For instance, you may have a fair representation of all genders and adequate, appropriate facilities and policies that safeguard and encourage productivity and growth. But, perhaps the women in your team still don’t feel like they belong. There may be equal pay for equal work practiced at your organization, but respect and empathy supersede supportive leave structures and other policies. Respect forms the core around which you build a connection to maintain an inclusive work community. Diversity is the mix. Inclusion is making the mix work. — Andres Tapia Why is DE&I so essential? A well-defined and sustainable DE&I frame must be a part of your business strategy instead of a mere HR program. By incorporating an excellent DE&I strategy, you are likely to attract business goodwill from internal and external customers. It helps improve retention, especially with younger employees. A varied team leads to more diverse opinions, which helps with ideating and creativity. If all your employees think the same way, there is lesser scope to improve while brainstorming. But, different perspectives may lead to innovative discoveries, enhanced creativity, and better problem-solving. Pro-DE&I work cultures witness a boost in employee engagement and morale. In turn, you get better productivity and maximum profitability. How to Improve DE&I? Ensure leadership cascades their intentions of creating and maintaining a diverse workplace where every professional is respected and their contribution valued, irrespective of the category they fall under. Ensure you chalk out your company’s DE&I policy and make it accessible to all staff. HR policies are a great start, but ensure you have someone accountable to track DE&I initiatives’ progress and records. Thoroughly comprehend the structure of your team to identify the needs of minority groups to provide necessary support and resources. While scouting for talent, mask candidate demographics if possible so the hiring team can make more skill-based decisions that focus on competency rather than ethnicity, gender, religious or political inclination, and other biases. Ensure you encourage your staff to address each other professionally with gender-neutral salutations and pronouns to avoid hurting the sentiments of anyone. Strive to provide a safe space for your employees to be their productive best, where they feel their work and contribution are valued. Sometimes, only lower positions and roles have varied representation, while the majority occupy management positions. Therefore, analyze every level of talent and restructure wherever required. While creating talent acquisition posts, add relevant links to advertise your company’s stand and intolerance toward set boundaries. DE&I does not begin post-employment; even while conducting interviews, ensure you schedule these in locations that are convenient for all candidates. For example, plan parking for people with disabilities, have gender-neutral washrooms, and Braille script signs & locators. Form an inclusion council for queries, support, and accountability, if feasible. Don’t neglect feedback, which is a yardstick of DE&I policy implementation. If possible, adopt an open-door policy for better, constructive communication. Hire an external agency to gauge workplace perception and job satisfaction. Most importantly, be a good example. Staffs emulate their leadership, so set a good example for them to follow. Most companies are still crippled with this preluding question of where we should begin to make these DE&I changes? Furthermore, how shall we regulate implementation and measure progress? You can estimate your organization’s diversity, equity, and inclusion maturity across these verticals — Awareness, Talent Acquisition, Operations Integration, and Risk Management. Begin by conducting uncontrolled, unbiased surveys where your staff feels safe to provide feedback. If possible, provide an anonymous reporting option for sincerely candid responses. Determine your present position and then identify areas of improvement as per feedback and suggestions received. An honest evaluation is the best way to begin this journey. The role of workplace DE&I is crucial in any modern organization. Welcoming diversity, maintaining a fairground, and having an inclusive work culture drives innovation and productivity. It improves talent acquisition and controls attrition while improving business goodwill. Today, more and more companies are becoming sensitive toward minority groups and the inequality they face in the workplace. Thus, many HR departments have pursued the matter to create a safe working environment that embraces diversity. Your organization’s work culture is a reflection of your company’s image. Hence, you must ensure your HR not only creates but also implements policies that uphold the rights of minorities. These may include healthcare coverage for same-sex spouses, paternity leave, parental leave for adoptive or same-sex couples, and appropriate facilities such as parking and washrooms. Make a conscious effort to reiterate your intolerance and stand toward exclusion practices. Sculpting an inclusive work culture requires conscious effort. It is not just the morally and legally correct thing to do, but it greatly benefits your business. Employee productivity drastically improves when employees feel safe, respected, and accepted. It promotes loyalty among staff. Conversely, the consequences of an exclusive, inappropriate, or disparate work culture can be severe. If your company requires some assistance to streamline DE&I in the workplace, please give us a buzz. We’re always happy to help! Exela HR Solutions are expert in HR consulting and HR outsourcing services. By partnering with a team with over three decades of experience, you assure employees of your stand and support for this cause. Speak with us now to know how we can help — https://ehrs.exelatech.com/contact-us DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

DE&I begins with talent acquisition following the silhouettes of HR policies & work culture. Learn to transform your company’s DE&I structure here.