Guidelines for managing workplace diversity

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Workplace diversity is an increasingly important issue, referring to differences between colleagues, such as ethnicity, gender, religion, age, background, and status. In the 1960s, more than 60% of American workers were white men, according to our expert, an online business resource. With so many people working today, the best managers are those who can effectively manage and promote workplace diversity.

Hire diverse and culturally conscious employees

Even the best managers can’t create diversity and cultural awareness from the creepy air. Find someone who can contribute during the interview. To a diverse staff or people who agree with your vision for workplace diversity and inclusion training. Add diversity to the list of future employee requirements, or at least awareness. According to our recommended site 2004 Diversity article, hiring diverse and culturally friendly staff will increase the number of perspectives in the office, open up communication with more groups and increase productivity. Improve.

Plan an office retreat

Whether it’s a day trip to the park or a weekend in the mountains, the office hideout is the perfect time for employees to get to know each other. You may have recently added a variety of individuals to your team and want a seamless transition. Retreats allow employees to get to know each other outside the office and see each other in recreational settings. Set up board games, sporting events, and team building activities during the day or on weekends.

Open about the fact that it is a hideaway for diversity and team building. According to an article by the University of Nebraska by John Lennard Harris on how to plan a diversity retreat, an important factor is to appoint a facilitator to guide the weekend. This person must have a working knowledge of current and related issues, a person’s skills, and be respected in the workplace. Facilitators lead discussions on a variety of diversity topics and inspire conversations between employees.

Establish an open door policy

The problem arises regardless of the amount of diversity training provided to the staff. People feel unfairly treated, mistreat others, and diversity is not always in the minds of employees. However, the way to counter the occasional slip-up is to maintain an open door policy. Inform employees that they can chat about diversity and workplace issues, productivity concerns, and related issues. A diversity article by nationally renowned performance improvement consultant Lenora Billings-Harris provides ideas on how to improve workplace diversity by allowing employees to express their concerns when needed. At the same time, happier and more productive individuals are born.

We passionately believe that diverse and inclusive companies create more innovative, enthusiastic and happy teams, and always feel the same with visionary and talented leaders. I’m discussing. As people are ready for the next level of discourse on diversity and inclusion, we are writing this series on how to implement and promote diversity and inclusion in the workplace. One is aimed at the actual solution. Among them are tactical advice, useful resources, and examples of what we can do today to make real progress in diversity and inclusion. Read the series introduction for more information on what we cover.

Much of what is needed to foster a diverse and inclusive workplace is to tackle the tasks that every company must do anyway, but in a much more thoughtful and cautious way. This is what we have done, and you can do so too:

  1. Convert all job descriptions to use a gender-independent language. It audits all JDs to see if “he / he / he” is used as the default and translates it into gender-independent pronouns such as “he or she” or “they”. Text.io is a great platform for this, and it’s also the app that allows you to copy and paste JDs.
  2. On your job description and career page, state your commitment to building a diverse and inclusive culture. You can send a strong message to applicants with a simple sentence.
  3. Create a result-based job description. According to the survey, men apply for a job if they meet only 60% of their qualifications, while women only apply if they meet 100% of their qualifications. JD is not based on a checklist of skills that may eliminate good female and minority candidates, but ideally within one, six, or one year of employment. You need to focus on what you expect to achieve. Here are some examples that welcome adaptation:
  4. Diversify the pipeline by proactively procuring candidates. Have yourself and your team go beyond “obvious” sources to drive diversity and inclusion programs, send one email a week, or prepare a cup of coffee with a different type of profile. I aim to do that. You may discover gems that could become Star employees in a few months.
  5. Perform blind screening to minimize unconscious bias in the resume review process. Studies show that people with ethnic names need to send more resumes before receiving a call back, and if everything else in the resume is equal, the resume for a female name is lower than the resume for a male name. Will be evaluated.