Factors that Influence
- Location of the organization
- Views of upper management
- Office vs remote workers
- Size of organization
Diverse Backgrounds of Employees
Diverse Backgrounds of Employees
Background Information
This theme focuses on whether the organization is doing enough to hire, develop and retain employees with diverse backgrounds.
Diversity can mean different things to different people – that is why it is best to understand what diversity and inclusion means to the organization.
Whether it relates to ethnicity, gender, and/or sexual orientation, everybody deserves to be respected, for who they are, both within and outside the workplace.
This topic correlates with:
– Commitment to equality, diversity & inclusion
This theme drills down on whether management follows these principles hiring employees with diverse backgrounds and investing in them to have successful careers.
Why is this Important?
Having a workforce that is both skilled and consistent is the ultimate key to any organization’s future success.
A team that is diverse, consisting of individuals with different backgrounds, creates an enriched and engaged corporate culture.
Employees who are accepted for being themselves, regardless of their background, tend to be happier and more engaged in the workplace than those who are not made to feel comfortable.
By establishing a strong reputation for diversity and inclusion, organizations can become a magnet to attract employees from a larger pool of candidates to form a diverse, skilled workforce.
Recommended Action Items
Consider implementing the following action items as part of your personalized strategy to improve the level of employee engagement within your team.
Develop a Comprehensive Diversity & Inclusion Plan
It is important to have a clear outline and plan on what Equity, Diversity & Inclusion means to your department/organization. Consider an EDI Survey to gain feedback from staff to ensure everyone’s voice is represented and heard. Once the plan is set, ensure these values are incorporated into everyday operations.
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Communicate Needs Clearly
When new job opportunities are available, ensure that both the posting and role requirements are described/promoted to attract a diverse candidate base. For potential applicants to become interested in job postings, they need to see something that catches their eye and attention. A simple phrase, “Candidates must have a strong commitment to workplace Equity, Diversity & Inclusion” can make all the difference!
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The Myth of Culture Fit
In most organizations, a perceived culture fit is an important attribute for a potential applicant. The notion that one needs to be feel like they can ‘hang out’ with an applicant is overrated. Many applicants are rejected for this very reason. The aim should be on developing a diverse workforce and culture.
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Plan for Career Development
Career development is a crucial in retaining a highly motivated and diverse workforce. Discuss team members’ career paths and personal goals, at all levels of the organization. Review their development periodically and provide helpful updates on their progress. Address gaps in skills by providing the required training and development.
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