Promoting diversity and inclusion in the workplace

Diversity and inclusion are no longer just virtue signaling buzz words; they now have proven mental health benefits for employees, as well as huge profit and productivity benefits for businesses that prioritize them. For example, Harvard Business Review found that while the S&P saw a sharp 35% decline in performance between 2007 and 2009, inclusive companies watched their share prices jump by 14% (source).

The problem is that creating a team of diverse individuals who are treated fairly is not as easy as it sounds. Many businesses face challenges in promoting diversity and inclusion due to many factors including biases, lack of awareness, and limited communication, among others (source).

So let's tip the scales a bit towards diversity, equity, and inclusion. Let's talk about what diversity means, how it benefits everybody, and what businesses can do to promote it.

What is diversity and inclusion in the workplace?

Diversity and inclusion simply describe a situation where you have employees and team members of different races, backgrounds, and orientations who feel welcome, respected, and catered to in the workplace.

We should mention that while diversity and inclusion have different meanings, they are two sides of the same coin.

A diverse workplace means that you have team members who bring new backgrounds and perspectives to the workplace. They could be different based on race, ethnicity, gender, age, sexual orientation, religion, and physical ability.

Inclusion, on the other hand, involves creating an inclusive environment where everyone feels respected, and valued, and has equal access to opportunities. An inclusive workplace embraces everyone and enables them to perform at the highest level, providing a sense of belonging.

You can also think about it like this: Diversity is about who is in the room, while inclusion is about ensuring that everyone in the room feels valued, heard, and able to contribute their unique perspectives.

A prime example of diversity and inclusion

One real-world example of a diverse and inclusive workplace is Salesforce. The company believes that diversity fuels innovation and success and has implemented various programs and initiatives to foster inclusion. Some of these include:

• Equality leadership council
• Extensive diversity training for employees.
• Equal pay for equal work principle
• Support for underrepresented groups
• Resources for professional growth and development.

Salesforce’s commitment to diversity and inclusion has not only earned them recognition but has also positively impacted the business’ growth.

We’ve seen studies that sales organizations with leading DEI practices report a 24% increase in customer satisfaction scores, 7% more than non-leading companies. (Quantilope). Figures from Salesforce seem to back this up. The company has reported that its employees who feel heard are more than 5 times more likely to feel empowered and perform their best work.

What are the benefits of diversity?

As we've seen, a diverse and inclusive workforce can help boost productivity and overall customer satisfaction, but that’s just the tip of the iceberg. Businesses that promote diversity and inclusion can also expect...

1. Increased innovation and creativity

Having diverse individuals on teams often means a wider range of experiences and perspectives among employees. And when you have people who see differently on a team, they bring their own unique insights to problem-solving.

The benefits of this can include:

• Creativity
• Innovation
• Providing the business with a competitive edge.

Encouraging different ideas and perspectives from diverse employees can lead to breakthrough innovations and the development of new products or services.

2. Better problem-solving

Diverse teams often have a greater ability to tackle complex problems. That’s because their unique perspectives allow for a comprehensive analysis of issues, leading to more effective problem-solving. Findings from LinkedIn support this, as diverse teams have been found to make better decisions 87% of the time.

By promoting diverse teams and inclusive decision-making processes, businesses can tap into a reservoir of solutions that may have otherwise been overlooked. The benefit of this new  perspective includes critical thinking and the ability to consider alternative viewpoints.

3. Greater adaptation to changing markets

Today's business landscape is constantly evolving, and organizations must be adaptable to remain competitive. Diverse workforces have a leg up in this regard because their employees already bring a variety of skills, experiences, and cultural insights.

All of these can enable organizations to seize new opportunities, tailor products or services, and expand their market reach.

4. Improved employee engagement and morale

When employees feel valued and included, their engagement and morale will increase significantly. A diverse and inclusive work environment will foster a sense of belonging and promote equal opportunities for all employees to contribute and succeed.

Employees who feel supported, respected, and empowered are more likely to be motivated and loyal. According to Inc, that means:

• Increased job satisfaction
• Higher productivity
• Lower turnover rates,
• Positive work culture.

All of these are great for the business, but also for employee outcomes.

5. Stronger recruitment prospects

Diversity in the workplace can help companies attract talent by boosting their employer brand and positioning them as a more desirable place to work. For example, 76% of employees and job seekers say diversity is important when considering new offers. 80% of people also said they prefer to work with a company that values DEI issues. (source).

Diverse workplaces also tend to have a positive office culture where employees collaborate productively and build strong relationships with one another, all of which are attractive factors to potential candidates.

6. Increased access to a diverse customer base

A diverse workforce can help businesses better connect with diverse customer bases, which means a potentially greater overall market share and, most importantly, more revenue.

When employees reflect cultural diversity and echo the demographics and backgrounds of the customers they serve, they can build rapport and trust more easily. This understanding leads to better customer experiences, increased customer loyalty, and expanded market opportunities.

7. Reduced groupthink and improved decision-making processes

Groupthink is a phenomenon where everybody agrees on a point because everyone else agrees, instead of thinking critically. It's like a loop that feeds on itself and tends to happen in hierarchy based organizations where people don't necessarily want to rock the boat.

Groupthink can be damaging for organizations looking to grow because the decision-makers are now less likely to critically assess a situation and instead, go with the flow.

Thankfully, diversity in the workplace can be a great way to counter this because diversity brings together people who have fundamentally different perspectives and viewpoints.

When different groups are involved, decision-making processes become more robust, thorough, and unbiased. This diversity of thought will often lead to a deeper risk and opportunity assessment and result in higher-quality decisions.

8. Better financial performance

Several studies have also shown how diversity and inclusion contribute to improved financial performance and return on investment. For example, LinkedIn found that diverse companies earn two and a half times higher cash flow per employee.

Companies that prioritize diversity and inclusion often outperform their competitors, attract top talent, and experience higher levels of innovation. By leveraging the benefits of a diverse workforce, businesses can drive growth, increase profitability, and create a sustainable competitive advantage.

Types of diversity in the workplace

When discussing workplace diversity, we immediately think of gender and race. But diversity is so much more than racial and gender differences. Here are a few more instances of diversity to consider when trying to build a team with different perspectives.

Gender diversity

Gender diversity talks about equal representation and inclusion of people across the gender spectrum. It aims to create a workplace where everyone feels comfortable expressing their gender identity, whether they are binary, non-binary, transgender, or however they identify.

Ethnic diversity

Ethnic diversity, also known as racial diversity, refers to the inclusion of people from various racial backgrounds in the workplace. This includes:

• Caucasian
• African
• Latinx
• Asian
• American Indian or Alaska Native
• And many more ethnicities

Organizations that embrace racial and ethnic diversity create a rich environment, bringing together different cultures, traditions, and perspectives.

Sexual orientations diversity

Sexual orientation is an important part of a person’s identity and should be considered when aiming to create truly diverse teams. Traditionally, people are grouped by heterosexual, bisexual, homosexual, or asexual.

But those who are transgender, non-binary or gender fluid also fall under this category and are a growing sector of the workforce.

Disability diversity

Disability diversity involves providing opportunities for every person to work, grow, and contribute to the workplace, regardless of their physical or mental handicaps. Some disabilities that workplaces could create inclusion for include:

• Vision impairments
• Autism spectrum disorders
• Mental health issues
• Physical handicaps

How to drive inclusion in the workplace

Remember Salesforce and the unique example they are setting with their inclusive and diverse team? Well, according to Salesforce’s Chief Equity Officer, Lori Castillo, the company leans on 5 principles as they chase its goal to become “the most inclusive workplace possible”.(Source)

We've summed those up here, and also added a few bonus pointers too...

1. Accelerate representation

Accelerating representation involves proactively seeking out and hiring employees with different backgrounds who are qualified to do the job. A move like this would ensure that all voices are heard and valued, and quickly help the organization achieve its diversity and inclusion goal.

Organizations can accelerate representation by implementing targeted recruitment strategies like

• Partnering with diverse organizations and universities
• Attending career fairs focused on underrepresented groups
• Leveraging technology to reduce bias in the hiring process

2. Focus on employee experience

Castillo also believes that creating an inclusive work environment involves prioritizing how employees perceive the workplace. They should feel supported, respected, and valued. There are several ways to do this, including:

• Providing opportunities for professional development
• Mentoring
• Career advancement for employees from diverse backgrounds

This can lead to all the positive workplace contributions we mentioned, like better problem-solving and access to a diverse customer base.

3. Design intentional systems

There are several ways organizations can design systems that support diversity and inclusion, including conducting diversity and inclusion assessments, implementing unconscious bias training for employees and leaders, and establishing clear policies and procedures to promote diversity and equity.

It’s also a good idea to analyze existing systems and processes to identify areas where inclusivity can be improved. By tailoring new and existing systems towards diversity, organizations can create a safe space for employees.

4. Lead with a global mindset

Lori Castillo also believes that a truly diverse workplace can’t be defined by a country-centric approach, and instead, businesses must focus on investing in a global team. (source)

This will involve recognizing and embracing diverse perspectives and cultures, and of course, granting access to a more global audience. By prioritizing diversity and inclusion in the approach to everything from recruitment and training to market research and customer engagement, organizations can strengthen their workforce and, of course, improve their competitive position in the global marketplace.

5. Engage stakeholders

Engaging stakeholders is essential for pushing diversity efforts in the workplace and fostering a culture of diversity and belonging. Organizations don’t exist in a vacuum; they have a network of customers, partners, and other stakeholders that could help them navigate their journey to a more diverse workplace.

This strategy will naturally include actively seeking input and feedback from everyone to inform diversity initiatives and decision-making processes.

6. Develop inclusive policies

Policies often drive everything that happens or doesn’t happen in an organization, and a great step toward creating a diverse workplace has to start here. Organizations can look into establishing formal policies that outline their commitment to diversity, non-discrimination, and creating a supportive environment for all employees.

These inclusive policies can encompass areas such as:

• Recruitment and hiring practices
• Pay equity
• Promotion and career advancement opportunities
• Flexible work arrangements
• Accommodations for individuals with disabilities.

Policies surrounding these issues can help set clear expectations and create a foundation for fostering an inclusive culture.

7. Provide diversity and inclusion training

Diversity and inclusion training programs are also important for getting everyone in the organization on board and in sync. They are essential for raising awareness, challenging biases, and fostering inclusive behaviors among employees at all levels.

These trainings should cover topics like unconscious bias, cultural competence, inclusive communication, and allyship. By educating employees about the importance of diversity and inclusion, organizations can create a shared understanding of the benefits of building an inclusive work culture. These training sessions can also help everyone understand that there’s work to be done, and show how to get it done.

8. Create Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) are employee-led groups that provide a safe space for underrepresented employees to connect, share experiences, and drive change within the organization.

ERGs can be based on various aspects of diversity, like race, gender, and sexual orientation, or generational differences. These groups are important because they help raise the voices of underrepresented employees within the organization.

9. Encourage diverse leadership

Driving inclusion also includes ensuring that leadership positions are available to everyone equally. As a result, organizations should actively identify and develop diverse talent within their ranks, providing opportunities for growth and advancement.

Ensuring that leadership teams reflect the diversity of the workforce also helps organizations communicate their commitment to diverse perspectives. Organizations can take things one step further by having these leaders serve as role models and advocates for other employees who show potential.

10. Foster mentorship and sponsorship programs

Mentoring, especially cross-generational and cross-cultural mentoring can be very effective in promoting learning, and professional growth. These programs connect people from different backgrounds and offer an opportunity to share experiences, gain insights, and develop valuable skills and networks.

11. Incorporate diversity in decision-making processes

Organizations can also incorporate diversity in decision-making processes to ensure that diverse perspectives are considered and biases are avoided. But what will this look like on a day to day?

It could involve:

• Diverse representation on decision-making committees
• Soliciting input from employees at all levels
• Encouraging different viewpoints during discussions.

By embracing diverse perspectives and actively seeking input from all employees, organizations can make more informed decisions and create an inclusive culture where everyone's voice is valued.

12. Regularly assess and measure progress

We set up assessments and measure progression for nearly every business decision in the workplace, and diversity initiatives should be no different. Some metrics that can help in this regard include:

• Demographic information
• Employee surveys
• Metrics related to representation, engagement, and retention

Promoting workplace diversity and inclusion with digital signage

If you have digital signage in the workplace, you already know how powerful it can be for everything from employee engagement and training to worker appreciation, and even reinforcing company culture. But in this section, we’ll discuss how you can use your digital signage to promote diversity and inclusion in the workplace.

If you don’t currently have digital screens all over your workplace, this is yet another reason to sign up with a digital signage software solution.

Focus Groups

An effective way of creating both increased employee engagement as well as adding diverse voices to company decisions is by using focus groups. These allow you to ask for feedback or get suggestions from the people who make your business run.

Conducting focus groups remotely or with deskless employees can be done simply with ScreenCloud’s live broadcast integration.

Whether you're asking about the company culture, or for feedback on products, services or even business decisions, focus groups can be a goldmine of useful information.

Run focus sessions with different employee groups, or departments, to ensure you get honest and diverse input.

Communication and languages

Digital signage can help internal communications by displaying (accurately) translated versions to help diverse employees gain a better understanding of the message. Digital signage can also be helpful for hearing-impaired employees because a sign language interpreter can join the live broadcast.

Diversity and inclusion training

You can use digital signage for employee training by providing critical information in bite-sized pieces that employees can interact with throughout the day. Digital signage is also just as helpful in full-blown training sessions for helping attendees visualize the information presented.

Sharing diversity resources

Using digital signage’s interactive features like QR codes can be very helpful for sharing resources and tools related to diversity and inclusion. Think of how quickly training materials, articles, podcasts, and other resources can be distributed to employees.

Social and political news

At ScreenCloud, we have integrated Live News and other news apps that can share live news feeds or publish news on events happening around. This can give non-diverse employees exposure to cultural affairs that may not be aware of.

Promoting inclusive events and activities

Your organization can use office digital signage to promote upcoming events, workshops, and activities that celebrate diversity and promote inclusion. This can include information about diversity awareness days, guest speakers, panel discussions, networking events, and other opportunities for employees to engage in conversations around diversity and inclusion.

Promote diversity and inclusion in your workplace with ScreenCloud

Our digital signage solutions have helped over 10,000 organizations break employee engagement and communication barriers and boost their inclusion efforts. The good news is that you can start tapping into our wide range of digital signage solutions for free today.

Sign up for a 14-day free trial today and see how we can help you boost your diversity and inclusion initiatives.