Sandra Bledsoe

Diversity And Inclusion Training: Everything HR Professionals Need To Know

Diversity and inclusion training is a systematic method for managing a diverse workforce—including the battle against racism, bigotry, and other forms of discrimination based on individual beliefs and assumptions—to optimize benefits and reduce obstacles caused by differing views, actions, and behaviors of human beings within an organization.

Managing diversity is one of the most difficult obstacles that administrators and their companies face. Coworkers in today’s workplace are diverse in age, religion, cultural history, color, and ethnicity. They also vary in terms of their lifestyle, viable options, viewpoints, perceptions, value system, values, habits, aspirations, abilities, and experiences. 

Diversity management is a technique intended for creating and sustaining a positive work climate. A successful diversity management initiative can foster understanding and appreciation for the personality discrepancies present in workers. It is mostly implemented by Human Resources experts and handled by department heads and managers. 

What Is Diversity & Inclusion In The Workplace?

A dynamic and welcoming culture is one in which everyone feels equally engaged and respected in all facets of the workplace, regardless of who they are or what they do with the business. The expression “all fields” is crucial.

If you have a diverse workforce in your hiring, divisions, and leadership? Or do you work in an environment where 50% of your workers are women, but none of them are managers? If you have a fair overall balance of people of color, but they all work in the same department?

To introspect and evaluate, here are some most commonly mentioned types of diversity are:

  • Race, ethnicity, culture 
  • Gender and sexual orientation
  • Age, Veteran Status and physical abilities 
  • Language, religion, and education 
  • Nationality.

Why is Diversity Management important for HR?

The workplace is getting more diverse. With this in mind, businesses that promote diversity gain a strategic edge. It also enables those businesses to identify and capitalize on previously untapped opportunities. Here is how human resources are important in an inclusive workplace by effective diversity initiatives. Boston Consulting Group (BCG) research shows that firms with more diverse executive teams generate 19% more sales.

  • Increasing the amount of eligible talent by recruiting

HR departments should be committed to effectively growing the diversity of their staff through recruiting and growth. Internal or external collaborations can accomplish this with colleges, foundations, and other organizations.

Pearson’s Diversity Summer Internship Program is an example of a business that has done this especially well. This is a paid summer internship initiative targeted at improving diversity within Pearson and the publishing business as a whole.

  • Mentoring to promote diversity

HR departments should ensure that their organizations provide community groups and mentoring programs. Mentoring should be done internally or as part of a joint program for schools or youth organizations. It is critical to develop talent early and ensure that ethnic minority individuals are mindful of the best decisions to achieve their career objectives.

The Deloitte initiative ‘Leadership – volunteering and mentoring’ is an example of an organization that has been active in offering an innovative mentoring service. Deloitte is affiliated with the Tower Hamlets College Business Mentoring Program, presenting the college with several of its most creative and hands-on mentors. The latter has assisted students in achieving their ambitions by providing invaluable mentorship and advice.

  • Progress and leadership in the development of diversity

HR departments should adhere to programs that assist in the advancement and leadership of ethnic minorities. This is also one of the most difficult areas for jobs in the UK. Until anything is done, racial minorities will continue to be under-represented at the management stage. These programs must ensure that the organizational atmosphere allows creativity to grow and advance. Individuals’ strengths and abilities are recognized and used to ensure that they achieve their maximum potential.

IBM’s Blue Talent Program is targeted at IBM’s top cadre of BAME managers who their Senior Leadership Team has identified as having the potential and abilities to lead.

  • Supply chain diversification

HR departments should strive for best practices in supply chain diversity in their organizations. According to a 2009 study by Race for Opportunity, it is important not only to ensure that the complexity of the supply chain represents your customer base but also ensure that there is a business case for supply chain diversity.

According to the survey, there are an estimated 275,000 black and minority ethnic (BAME) SMEs in the UK, adding an estimated £20 billion to the UK economy per year – 5% of overall SME GVA (£369 billion). Furthermore, BAME companies account for 6% of all SMEs in the UK, including a wide variety of sectors. As a result, Britain’s rising ethnic minority populations are a driving force in the development of small businesses.

Common Barriers in Implementing Diversity and Inclusion Initiatives

Companies address the following three challenges when designing and executing an organizational diversity and inclusion strategy:

  • Middle management struggles to implement diversity policies properly.
  • Budgetary constraints hinder broader adoption. 
  • The new economy is unpredictable, and hence companies depend on survival.

Here are some excellent, doable methods for recognizing and recruiting diverse candidates:

  • Obtaining a diverse range of sources

Add words like employee resource group to the Conditional search strings, along with phrases linked to various forms of diversity-focused networks such as Latino, LGBTQI, black, etc. According to Glassdoor research findings, 67 percent of job seekers believe a diverse workforce is critical when evaluating job offers.

  • Associations for diversity at universities and graduate schools

Contact university diversity organizations and ask them to nominate outstanding young talent. You will also advertise the work openings in their newsletters or sponsor one of their activities. This is an excellent way to attract a mixed group of students and new graduates.

  • Work fairs focusing on diversity

Job fairs focusing on diversity are becoming increasingly common. Do some research and locate a few in your city. Attend these fairs to demonstrate the company’s commitment to diversity.

  • Diversity job boards

Minority and multicultural online recruitment are also becoming more popular these days. Did you know that Indeed has a diversity employment section? Make sure your position is still posted on Diversity Working, the biggest online diversity job page.

  • Employee referrals

By including extra incentives and awards, you may encourage your employers to recommend diverse applicants. Intel, for example, doubles referral incentives for diverse recruits.

  • A diversity-focused career site

Emphasize the company’s commitment to diversity and inclusion. Visit Schneider Electric’s job website, which is dedicated to supporting the company’s diversity and inclusion efforts.

HR plays a part in diversity. If they haven’t already, companies should begin to consider making these improvements to recruiting, but they must do so as quickly as possible.

Diversity management can be applied to a wide range of workplace conditions and implemented into a wide range of management models. Promoting employee respect and appreciation of diversity will turn a hostile workplace atmosphere into a supportive community where workers openly interact and assist one another with any job-related activities. As a result, implementing a diversity management strategy also allows for significant increases in efficiency levels.


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