Diversity and inclusion programs can be used by employers to tap into the strengths of both their current and future workforces. Employers’ specific needs for driving these initiatives usually align with their respective business missions and goals.

This article will focus on several common workplace initiatives that can be used by employers to promote diversity and inclusion.

Workplace Policies

One of the first steps that employers can take when incorporating diversity and inclusion initiatives is reviewing current workplace policies. This step gives employers an opportunity to reassess or update policies that may be outdated. Some of the most effective policies are those that are clear and establish companywide accountability.

Organizations with formal, written policies may see greater acceptance of diversity and inclusion due to the clear framework and constraints in place for employees. Written policies can be essential in resolving any disputes in the workplace, as they can offer clear solutions and provide protection against potential legal claims.

Employee Resource Groups

Employee Resource Groups (ERGs) are voluntary, employee-run groups that seek to foster diverse and inclusive work environments. ERGs are usually led by employees who share common interests, lifestyles, backgrounds or demographic factors. The overall goal of ERGs is to create safe spaces for employees to feel more engaged and be themselves.

These groups focus on offering support, promoting inclusivity and assisting employees with personal or career development. All employees are typically welcome to join ERGs. ERGs help employees have a sense of belonging, which inspires conversations and new ideas that drive workplace innovation.

Recruitment and Hiring

As part of developing diversity and inclusion initiatives, many employers focus on their recruiting and hiring practices. Here are some common practices employers may implement when building diverse workforces.

Employer Branding

An employer’s brand is one of the most important aspects of an organization’s internal and external reputation. Both current and former employees can be some of the best brand ambassadors. A variety of components factor into employer branding. These components include tangible benefits, such as salaries and benefits packages, as well as intangible benefits, such as workplace culture and values. In any case, having a respected company reputation plays a major role in recruiting and retaining employees.

As the needs and desires of employees change, organizations that take care of their employees and communicate transparently will attract larger talent pools. When their brand resonates with those seeking employment and supports employees from diverse backgrounds, an employer may see an increase in both employee retention and hiring success.

Talent Sourcing and Hiring

Talent sourcing and hiring are common components in workplace diversity and inclusion efforts. Many organizations use outreach programs, job fairs and talent acquisition consultants to source their talent. It’s important for employers to review these methods to make certain that they are being effectively utilized to attract diverse candidate pools and keep recruiting efforts aligned with organizational goals. Additionally, many employers have found that modifying job descriptions to avoid any exclusionary language or unnecessary requirements may help to grow candidate pools.

Retention

Inclusion is a critical component in the retention of a diverse workforce. While some employers may focus on attracting more employees, those who also cultivate an inclusive workplace are less likely to lose top talent. Employees are more likely to stick around if they feel that their contributions and perspectives are valued by their colleagues, managers and the organization as a whole.

Onboarding and Offboarding

Effective onboarding processes can help ensure employees feel welcome and included from their first day on the job. Employers with healthy and comfortable onboarding processes can help all employees, even the newer ones, feel valued. Additionally, these processes may help employees better understand both their own and their colleagues’ duties and responsibilities. A common practice with many employers is to conduct reviews with new employees after onboarding to help assess the effectiveness of the current onboarding processes.

In addition to checking in with new employees, some employers utilize exit surveys with departing workers. Exit interviews assist employers in gauging organizational culture and determining areas for improvement. Discovering the cause of the attrition can be invaluable to aiding an employer in mitigating further issues.

Overall, organizations that use onboarding and offboarding as learning opportunities may see positive results in making their workplaces more diverse and inclusive.

Culture

Diversity is nothing without an inclusive workplace culture. Employees may become discouraged working for an organization that touts diversity initiatives and make statements that are not reflected in day-to-day interactions. An inclusive culture is one that cultivates respect, fairness, positive recognition and receptivity of differences among employees. It is a culture that values employees’ abilities rather than focusing on their limitations. There is not a one-size-fits-all approach to fostering an inclusive workplace.

Summary

Diversity and inclusion efforts aid organizations in increasing employee engagement and retention. By reviewing workplace policies, ensuring diverse talent sourcing and adjusting their retention efforts, employers can work toward creating workplaces that are both diverse and inclusive. When an employer decides to update or implement new workplace initiatives, they should consult legal counsel.

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