Owing to the disruption of normal routines, enterprises spanning the globe have realized the importance of realigning employee experience with organizational vision, increasing engagement to steer growth. After all, employee experience<\/a> is the foundation for product innovation, customer experience, and ultimately, customer satisfaction.<\/p>\n While efforts are constantly underway to increase engagement through seminars, events, and more, there is one aspect in particular which requires added attention, especially consequent to the happenings of the past year: diversity and inclusion.<\/p>\n Although often used hand-in-hand, both the terms refer to vastly different things.<\/p>\n Diversity in this context refers to the backgrounds of the people that work for you, whereas inclusion refers to their ability to meaningfully contribute to your organization.<\/p>\n The millennial generation is more diverse than any generation before, and when it comes to work opportunities, they prioritize places that prioritize them. The workforce today is not just looking for a paycheck, but to genuinely contribute and make a difference for the companies they work for.<\/p>\n One without the other renders all your efforts ineffective.<\/p>\n Having a diverse workspace isn\u2019t just good for your employees and work culture\u00a0\u2013 it also gives a boost to your revenue!<\/p>\n Employees who feel like they truly belong will be more loyal to your company \u2013 thereby ensuring that you retain your top talents. Moreover, the more inclusivity there is, the more easily employees will be able to share ideas and voice opinions, thereby fueling innovation and creativity!<\/p>\n The outcome? Cutting-edge products and services, and marketing that resonates across segments. This is reflected in research that shows diverse teams have 19% higher revenue<\/a> on account of innovation.<\/p>\n But that\u2019s not all \u2013 diversity is also critical for business strategy. Research shows that decisions made by diverse teams outperformed decisions made by individuals 87% of the time<\/a>.<\/p>\n Moreover, organizations that ensured above average diversity and inclusiveness outperformed those that didn\u2019t by up to 58%<\/a>, while also reducing employee attrition<\/a>. Not only that, but there was also a significant downturn in absenteeism<\/a>!<\/p>\n As the many advantages of having more diverse workspaces are becoming apparent, companies are increasingly invested in promoting diversity throughout their organization. Whether you think you are already a diverse workspace, or are wondering how to do more, here are a few key measures you need in place:<\/p>\n Ask Your Employees<\/strong> Organize Training Programs<\/strong> During the course of these seminars, it is essential for management and leaders to not only take part, but also to clearly communicate why the training programs are taking place and how they tie back to the vision of the company, enabling employees to make the most of the teachings. Follow it up with a feedback survey to understand its effectiveness and learn what needs changing (or additional emphasis!).<\/p>\n Celebrating Diversity<\/strong> This is a great way to promote awareness, create a stronger bond amongst teams, and build a foundation for an organization where diversity is not only welcomed, but celebrated!<\/p>\n Mix the Teams<\/strong> Your biggest assets are your employees, and it is only when you afford each of them equal say that you can leverage their full potential.<\/p>\n Enable Easy Feedback<\/strong> Make it easy for people to let you know without fear of backlash. Include easily accessible anonymous complaint form links and have regular pulse surveys<\/a> to alert you early on about small concerns. And most importantly, if something comes to light, always remember to follow up —\u00a0show employees that their voice matters.<\/p>\n![\"\"](\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2021\/02\/Diversity1-1024x683.jpg\")
<\/p>\nWhat\u2019s the difference?<\/h2>\n
What\u2019s the advantage?<\/h2>\n
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<\/p>\nWhat can you do?<\/h2>\n
\nIn order to spearhead change, you need to first become aware of where your organization stands. Ask the people this directly impacts \u2013 your employees! Send out anonymous surveys to assess their sentiments, segment responses based on specific groups<\/a> to discover focused concerns that need addressing, and you will be able to devise the most effective strategy to make a difference.<\/p>\n
\nDifferences even amongst employees, if not addressed properly, can negatively impact an organization. Diversity training events and seminars help make everyone aware of the cultural differences and nuances to improve communication between employees.<\/p>\n
\nThe unwritten rules you make and the behavior or organizational leaders create the guidelines your employees follow. Set the tone by acknowledging festivals from all cultures and respecting cultural holidays.<\/p>\n![\"\"](\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2021\/02\/Diversity3-1024x683.jpg\")
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\nThe biggest advantage of employee diversity is the ability to access learnings and understand various cultures and background, bringing to the fore a new perspective. By mixing teams \u2013 or at least involving employees from different backgrounds to lend their perspective \u2013 you can inspire creativity in thought and innovation.<\/p>\n
\nYou have a diverse workforce, and you\u2019re encouraging inclusion across teams. But do your employees feel the same way? Is there a disconnect between your efforts and the outcome?<\/p>\n