Diversity and inclusion these two aspects are necessary for an organization to consider if they are planning to expand their business to multi-levels. Topics like diversity and inclusion have gained great importance in recent years. As we know, having a diverse set of employees is always beneficial in increasing the efficiency of the work. But it is always considered favorable rather than mandatory.
In the United States, having some level of diversity and inclusivity in a company is still considered a necessity. It helps in creating job opportunities for the minority group and also helps the company succeed. A varied group of people frequently has distinct thought processes and viewpoints on an idea, resulting in different and unique solutions.
Because a group of people with similar backgrounds tend to think about an issue in the same manner, and their opinions may converge. However, in a team of diverse people, everyone will have different, unique, and more resilient options to the problems that can be seen.
What are Diversity and Inclusion?
It refers to the layout of the work environment that welcomes people from all castes, religions, genders, races, nationalities, sexual orientations, and disabilities. The purpose of having a diverse environment is basically to earn more brand value and to generate profit. People from various cultural backgrounds also contribute to eliminating prejudice, which is common among people of different casts. The US government has amended a policy known as the EEOC (Equal Employment Opportunity Commission). This policy seeks to protect employees’ rights and prohibits discrimination against persons of different cultural origins.
The groups which involve people from different gender, sexual identities, disabilities, ages, nationalities are more vulnerable to such discrimination. Hence these non-discriminatory laws help them to work peacefully. Many affairs, however, cannot be examined superficially, but these categories have assisted in making some of the elements more visible. Studies have revealed that nearly 1600 CEOs have signed up for the CEO Action for Diversity and Inclusion Pledge and are committed to the Diversity & Inclusion activities.
It refers to the feeling of acceptance and respect from colleagues and the senior authority. Since everyone desires to be accepted socially and be treated fairly. As a result, it is the role of HRM (Human Resource Manager) to develop such rules that make everyone a part of the business. It is also the job of supervisors and seniors to listen to what employees have to say and reply in a way that makes them feel like they are a part of the firm.
The most common reason as to why employees do not want retention is discriminant behavior. Whenever your voice is heard, and ideas are recognized and appreciated. You will feel more engaged and motivated to perform the task. However, if your inputs are not valued, and your work is not appreciated, you will not feel motivated to continue that work at all. As a result, for the sake of the company’s well-being, managers should act ethically and treat employees equally and fairly.
What is the Difference Between Diversity and Inclusion?
Diversity and inclusion are two terms that are interdependent to each other. Since diversity refers to the ratification of differences among employees based on identities and social backgrounds, inclusion refers to the reality of offering a sense of belonging and acceptance. It also refers to persuading employees that they are appreciated and valuable assets to the firm.
Diversity refers to representing a group of employees from various cultural backgrounds, whereas inclusion refers to how well they are treated. It also contributes to the fact that how their presence and ideas are perceived is important.
Importance of Diversity and Inclusion in any Organization
It has been proven through studies that diversity and inclusion are essential for any organization. Since they help boost sales and develop a good market image and shares, it gathers 70% more audience than usual. People operate without doubt or discomfort in an organization where they are involved.
Diversity and inclusion also aid in making people feel that they are a part of the decision-making criteria and assist them to be motivated for work. It also leads to the growth of higher revenues for the organization. It allows the company to gather a bigger pool of talent.
The presence of varied groups aids in engaging individuals, assisting them in learning new skills, and stressing their vision. It not only boosts the sales of the company but also helps in enhancing the individuals too. And if they are truly included, the outcomes may be successful. Some of the points illustrating the significance of D&I in an organization are described below:
- Captivate more talent
Big firms want high productivity and hence require more talented employees to be recruited. Also, suppose the company’s D&I members are more attracted towards the higher financial gains. In that case, the under-represented people might question the rectitude of the company and reject the offer for a job only.
- Entice millennials
Since 47% of the organizations look for a diverse set of employees. Hence, people are more interested nowadays in asking about the D&I allegiance of the company in the interviews.
- Retention of employees
Inclusiveness provides the employees with a sense of belongingness and acceptance. Hence to retain the employees for a longer-term, the companies need to encourage the true essence of value and belongingness. Also, they need to focus on the experience they provide to the employee as a whole.
- Enhances the reputation of the company
D&I is often represented as a business strategy and hence is misinterpreted by many companies. Most of the firms include diversified groups of people to increase profit and improve their brand image. However, they should inculcate it to consummate the discrimination that is spawned in society based on identities. However, because the goal of incorporating people from all backgrounds is met in any case, the aim is unimportant.
The inclusion of a diversified group of individuals has led to an increase in innovation and creativity. It is applicable for both a small business and a large enterprise. However, 67% of the recruiters accept the fact that having a diverse set of individuals is essential for any organization. Also, 57 percent of employees accepted that having diverse people in the team leads to expansion in the thinking procedure. It also aids in attracting more audiences and developing a favorable brand image and market share for the company itself.
Assume that there is a tech company that has initiated their organization and needs a bunch of people. If they choose members with similar backgrounds, they will have a common thinking ground, and their conclusion might coincide. But if you choose people from diverse backgrounds, you will be able to resolve problems efficiently. Hence will be more productive to survive in the market.
Hence it can be concluded that diversity and inclusion are essential for a company to grow and result productively. D&I has a variety of benefits, and hence they are proven to be vital for an organization to prosper. It improves the brand image, increases the market share, and attracts more audiences. Apart from that, it is also required to improve the skills of the existing employees with similar backgrounds. It will help them to have a broad vision for any problem. Therefore, an organization must include diversity and inclusion as a part of the recruitment process.