Employee drivers – Diversity and inclusion
If your organisation is looking to measure and improve its employee engagement, there are a number of controllable factors across the employee lifecycle you should be focusing on. Our research has uncovered 10 key employee engagement drivers that will help you to gain accurate and fair understanding of your workforce when conducting employee listening.
Here, we’re going to focus on one of these key drivers: diversity and inclusion.
Diversity and inclusion (D&I), refers to a commitment to creating an equitable and welcoming workplace that values different perspectives, experiences, and backgrounds.
Organisations that prioritise equality, diversity, inclusion, and belonging can benefit from more engaged, committed, and satisfied employees. This leads to higher retention rates, fewer absences, and an increase in revenue.
If employees feel they are valued, respected, included, and belong at an organisation, it creates a more positive culture which contributes to an improved employee experience.
Representation is important in media, popular culture, and business. For employees and prospective candidates alike, seeing individuals who resemble them or share similarities promotes an understanding of how they can make a place for themselves in the organisation. Therefore, it’s critical for leaders to exemplify diversity and be vocal about their support for marginalised communities.
Organisations that prioritise diversity and inclusion are more likely to build healthy workplace cultures, stronger teams, and create an environment that is open and accepting of everyone. It promotes a sense of respect, belonging, and appreciation, and shows better representation which lends itself to retention and enticing new employees.
Having a lack of diversity and inclusion can lead to several issues such as an impersonal and unwelcoming atmosphere, employee dissatisfaction, discord between teams, lower employee morale, reduced customer loyalty, and damage to the organisation’s reputation.
There are four key steps to consider:
A diversity data capture can be viewed as a one-off event in an employee lifecycle. Where laws allow this, and where people are open to sharing, best practice is to capture data when an employee first joins an organisation. However, many organisations aren’t set up to do this and face resistance from employees about sharing this information as they join. So, the next best thing is to ask for it as part of a wider EDIB survey so people can understand why their view matters and should be compared depending on their diversity make-up.
[eBook] Four steps to create a more inclusive culture
[WEBINAR] Creating a more inclusive culture
[ARTICLE] Diversity in leadership and why it matters
[ARTICLE] The importance of equality, diversity, inclusion, and belonging (EDIB) in the workplace