5 Practical Ways to Increase the Effectiveness of Diversity and Inclusion Programs at the Workplace

Have you ever thought about why workplace diversity is still a prominent concern in 2022, despite diversity and inclusion programs being implemented worldwide? The reason is the lack of effectiveness of these programs.

What is workplace diversity?

Workplace diversity refers to hiring people from different cultural, traditional, and educational backgrounds. It helps the organization in tapping diverse yet unique talents and abilities.

Following are some of the tried and tested ways to increase the effectiveness of diversity and inclusion programs at the workplace;

1. Analyze Data Vs Measurable Goals

The effectiveness of almost every program depends on measurable goals. Keep collecting the data and set the milestones that are practical to track. For example, if your management doesn't include enough women, Asians, or black people, you can set a percentage of diverse representation you need to achieve in your leadership by next year or in five years. You can set goals by studying the companies known for their successful implementation. Make sure to share the updates and analysis of your data and achievements with your stakeholders. It will improve your image in terms of accountability.

2. Complaints are not threats

Most of the discrimination and harassment complaints usually face retaliation. The success of diversity programs depends highly on how an organization takes up the complaints. It is observed that people who file complaints about ill-treatment face more consequences and mental health issues than those who don't file a complaint. Leadership mindset needs to be changed, complaint and criticism should be considered a change catalyst instead of a threat. If employees don't feel protected by the system, organizations should deploy an independent/alternative complaint system with neutral experts.

3. Peer Learning

Peer Learning focuses on interdependent learning and is the key to organizational success with employees being on the same page.

Employees with peer learning have a high problem-solving tendency without involving higher management. Employees feel comfortable communicating their concerns and suggestions regarding the type of behavior they face. Peer learning leads to strong bonding, increased collaboration, and autonomous decisions. Peer learning in the organization also leads to more acceptance.

4. One-Size-Fits-All is a Big No!

Every organization is different, just as every person is different. You cannot apply an already implemented program to your organization. The inclusion program should revolve around the demographics of your organization. Some organizations might lack representation of women in management while others might not represent the diverse workforce on all levels etc. Every organization is different and complex and has diverse internal systems, recognition, cultures, values, and dynamics. A diversity program should best fit your organization.

5. Managers should be involved in every step!

Try to engage your managers from initial stages to final implementation. Organizations make diversity and inclusion programs and hand those over to their managers and expect them to implement them and achieve 100% results. We believe the effectiveness of an inclusion program depends on the involvement of the managers from the initial stages. When managers are encouraged to take part in policy-making from the initial stages, their opinions and thoughts are taken into account while making the policy, they tend to be more motivated in the implementation of the inclusion policy, thus increasing its effectiveness.

Apart from the above-mentioned ways try BHyve.io, a great tool for any company or business out there that wants to include diversity and promote inclusion in their workspace. It offers a clean and subtle UI, modern ways a company can welcome diversity and open their gates to inclusion and create resources for all employees regardless of their background or involvement with the company.