DIVERSITY PROGRAM, WHY WE SHOULD IMPLEMENT A DIVERSITY PROGRAM?

 INTRODUCTION

The business case for diversity derives from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. From CSR(Corporate Social Responsibility) point of view and extended the idea that individuals outside the dominant group should be given opportunities within the workplace, not only because it was instituted as a law, but because it was the right thing to do. Diversity is shown to bring substantial benefits such as better decision making and improved problem solving, greater creativity and innovation, which leads to enhanced product development, and more successful marketing to different types of customers. Moreover, diversity also enhances organizations' abilities to compete in global markets. Simply recognizing diversity in a corporation helps link the variety of talents within the organization.

However, knowing something is good does not mean you can do it successfully. One of the greatest challenges an organization has when trying to adopt a more inclusive environment is assimilation for any member outside the dominant group. Each time, when organizations hire or promote individuals that are not part of this dominant group into management positions, tension develops between the socially constructed organizational norm and acceptance of cultural diversity. Usually, these individuals are mentored and coached to adopt the necessary traits for inclusion into the privileged group as opposed to being embraced for their differences. Another challenge faced by organizations striving to foster a more diverse workforce is the management of a diverse population. Managing diversity is more than simply acknowledging differences in people. Here we will discuss it based on what it is, why should we use it, and most importantly, how to execute it. 

WHAT IS A DIVERSITY PROGRAM?

I reckon that it is a persisting, systemic, structural, and cultural plan or strategy to keep a business operating within a diverse beneficial environment. 

WHY WE SHOULD IMPLEMENT A DIVERSITY PROGRAM?

Employers often use diversity, equity, and inclusion initiatives for both compliance obligations and to increase the overall bottom line with a more diverse, equitable, and inclusive workforce. According to U.S. Census Bureau projections, the U.S. population will be 31 percent Hispanic, 14.7 percent black, and 8.2 percent Asian by 2060. As companywide culture has become more diverse, businesses and the communities they serve become more diverse as well. A companywide diversity program is a great way to leverage the strengths of your diverse workforce.

Today, I reckon diversity initiatives must be in our must-do lists of daily operations. Not only it’s widely accepted as the right thing to do, but the reasons for cultivating a diverse and inclusive workplace also go far beyond that. Many research shows that when diversity and inclusion work together, they improve the job experience for employees. But they also improve the performance of the company as a whole. According to a report by Forbes, companies ranking high in gender diversity outperform their competition by 15 percent. Moreover, workplace diversity has become an important predictor of a company’s sales revenue and profitability, according to the American Sociological Association. Diverse employees also bring a far-reaching set of life experiences and backgrounds to the table, meaning they’re often looking at life through a different lens. It is also a crucial part of a multinational company because different perspectives can open up new ways to solve challenges or address problems. 

However, it is not as easy as we think it is. Diversity isn’t just changing the complexions of workplaces across the country. It’s also changing the faces of consumers. When a business establishes itself as having a culture that fosters diversity, it becomes more attractive to minority customers. Many studies indicate that positive work environments lead to greater success. Happier employees are more productive and engaged. Employees feel valued and respected, which leads to greater collaboration and creativity. 

HOW TO DEVELOP IT?

To transform our business, a simple fix to a policy or process rarely cuts it. Instead, we look at the people, mindsets, skills, structure, and culture you have now. Diversity inclusion initiatives must start with the commitment from the top. With a commitment from top leaders in an organization to change the existing culture to one of diversity inclusion, the diversity change management process can succeed. This process includes analyzing where the organization is currently at through a diversity audit, creating a strategic action plan, gaining support by seeking stakeholder input and holding individuals accountable through measurable results. To create an effective diversity and inclusion program, the company must consider the Benefits of Diversity and Inclusion Programs, and most importantly, The Stakeholders. To achieve better outcomes, it takes hard work and certain conditions to be in place such as developing norms of cooperation and collectivistic norms, where people are focused on the good of the group instead of their own individual needs, hiring transformational leaders who inspire people to achieve their best, or train all members to be more thoughtful and open to new experiences. 

Starting with the stakeholders, customers, employees, shareholders, directors, and other stakeholders, the HR executives may also want to create a diversity council or committee composed of employees from all levels. The committee or council’s duties should include defining program goals, promoting diversity and inclusion in the workplace, and holding stakeholders accountable for outcomes. After an internal census has been conducted and all relevant data collected, areas of concern and underrepresented demographics can be identified. Then, to address diversity issues, we must review demographics such as age, sex, and ethnicity to see if each group is properly represented throughout the business. 

After all of the potential concerns have been identified, the company must try to implement diversity and create a more comfortable working environment for all employees. We can start with the changes in company policies and practices, staff training, targeted recruiting, and employer-sponsored diversity and inclusion awareness events. Apply the SMART Goals(Specific, Measurable, Achievable, Relevant, Time-bound), we can develop an effective action plan to implement these initiatives and start with the elements that have the greatest business value or that are readily achievable to build momentum for the initiative. In addition, the company must approach the managers and equip them with messages to inform, educate, engage or empower employees where appropriate. The communication plan should incorporate executive presentations, social media posts, internal newsletters, intranet, and email communications. 

Now, the next step is to make sure that diversity and inclusion initiatives are having a positive impact, to measure the results of the programs that have been implemented such as an increased representation of identified groups and improved employee satisfaction are two of the most important metrics to track. 

REFERENCE

Atcheson, S. (2018, September 28). Embracing diversity and fostering inclusion is good for your business. Forbes. Retrieved January 29, 2022, from https://www.forbes.com/sites/shereeatcheson/2018/09/25/embracing-diversity-and-fostering-inclusion-is-good-for-your-business/?sh=34c2346d72b1 

About the Author Lisa Leslie Lisa M. Leslie, & Leslie, L. L. L. M. (n.d.). What makes a workplace diversity program successful? Greater Good. Retrieved January 29, 2022, from https://greatergood.berkeley.edu/article/item/what_makes_a_workplace_diversity_program_successful 

Kokemuller, N. (2016, October 26). What are the benefits of a companywide diversity program? Small Business - Chron.com. Retrieved January 29, 2022, from https://smallbusiness.chron.com/benefits-companywide-diversity-program-69203.html 

Kokemuller, N. (2016, October 26). What are the benefits of a companywide diversity program? Small Business - Chron.com. Retrieved January 29, 2022, from https://smallbusiness.chron.com/benefits-companywide-diversity-program-69203.html 

Team, / I. B., Castro, / D., Abney, / K., & Divine, / C. (2022, January 26). 5 surprising benefits of fostering diversity and inclusion in the Workplace. Intuit®: Official Blog. Retrieved January 29, 2022, from https://www.intuit.com/blog/social-responsibility/5-surprising-benefits-of-fostering-diversity-and-inclusion-in-the-workplace/