After modifying your company’s recruitment and hiring practice to get a more diverse audience than before, the next important step is to engage and support employees. When employees come together to work as a group, they bring different opinions, information, and perspectives. Employees need to be themselves at work for them to engage fully in groups. For instance, an employee may fear to reveal about his or her disability as a result of fear of reprisals. That closed type of environment will negatively impact on the involvement of the employee in the organization, which results in increased absenteeism, retention difficulties, low staff morale, and decreased productivity.
Organization leaders play an integral role in developing cultures in an organization. Consequently, they set the tone for inclusiveness and increased diversity in the company. Open and effective communication and clear feedback channels maximize the chance for discussing issues related to inclusion and diversity in the organization. The most important thing is to start encouraging integration rather than waiting longer to create a diverse workforce that is inclusive because it will be harder in the future than it is right now. You can start by implementing 3 ways to cultivate an inclusive community and increase these ways with time.
State your commitment
Companies ought to indicate their commitment to building an inclusive and diverse culture in its career pages and job descriptions. A simple sentence will go a long way in sending strong messages to your job applicants. That ensures that every individual applying for a job at your company knows that you are committed to inclusivity.
Convert all job descriptions using gender-neutral language
You need to audit all your job descriptions to check for any gender-biased language. Check out for words such as him and change them to gender-neutral pronouns such as them. You can use platforms or applications to convert all your job descriptions so that they include all genders.
Explicitly ask for a diverse range of referrals
Another way of encouraging inclusivity in the business environment is to challenge your employees to think beyond the obvious or beyond their friends who may or may not be in the same demographic. You can ask your employees to introduce you to other great people despite the fact that they don’t fit in the conventional profile. It will make your team stronger than before in the long-run.
Introduce diversity and inclusion early
It is necessary to introduce the culture of inclusion and diversity to your employee’s cycle as soon as they join the company. You can find the technique that works for you to ensure that all employees feel included in the company from the first day. You can avoid talking about latest inclusion or diversity issues so that workers don’t get overwhelmed.
Write results-based job descriptions
Research shows that women apply for job positions that they qualify 100 percent while men apply for those that they are eligible 60 percent. To encourage inclusion, avoid checklist of skills that knock out great females by focusing on the roles that a candidate is required to achieve. The tasks can take like two months, six months or even a year to complete.
An inclusive community or environment needs efficient organization systems and individual diversity awareness. You can try diversity training as a way of developing awareness. Also, it will provide skills for employees to handle workplace diversity.