What do you do if your workplace lacks diversity and inclusivity?

One thing that really helps assess reality of where an organisation lacks diversity and inclusivity is carrying out an audit of your people policies through an infusion lens, reviewing existing workforce diversity data to understand which groups are more likely to get hired, promoted, identify patterns and trends, host listening groups with a cross section of employees to understand their experiences and how much of what is written (policies) and said ideas happening in practice. Use the findings to build a clear picture of where the gaps are, what’s working well and where bias might be influencing key stages of the employee lifecycle.

As a B-Corp ambassador and co-founder for an Inclusive Employers membership platform, we get to deal with this challenge most days. Background work here is essential as most companies will acknowledge they have a problem and simply hire new talent to fix that. This "Ticking boxes approach" to "add some diversity" will only end in failure. Without an inclusive and diverse thinking business you will lack the authenticity required to attract and retain the great people you work hard to find. Look inward before we look outward. How do we assess/audit/measure ourselves and where do we go for external support without signing up another expensive consultancy? Ask the tough questions and make sure you have engagement from top down and bottom up!

Addressing a lack of diversity and inclusivity in the workplace, requires intentional actions and sustained commitment. A diverse and inclusive environment not only fosters innovation and enhances decision-making and stops group thinking. As a starting point encourage open discussions about diversity and inclusivity by bringing in external experts for workshops or seminars. Advocate for the implementation of regular training sessions focused on diversity, equity, and inclusion (DEI).

If your workplace doesn't have enough variety among its staff or doesn't include everyone well, talk to your coworkers or boss about it. Ask for talks or lessons about including everyone. Push for hiring people from various backgrounds. Also, pay attention to and support coworkers who feel they aren't heard or represented.

Skits, plays, dramas, poems, can be some of the fun yet impactful ways to raise awareness amongst the existing employees. Understanding the mindset of current workforce is important as change is sometimes painful too.

Find who's who. Setup meeting with all internal and external stakeholders. Get in touch with human resources and leadership team to review existing policies through a diversity and inclusion lens. Setup meetings with staff networks or groups if in place. Propose new policies or amendments that specifically aim to increase diversity and ensure inclusivity.

Do a diagnostic dip stick to see where you are in terms of Diversity and Inclusion. There may be some Pre existing parameters you are good at already. Start building on what is already there. Create awareness of what is expected through sensitisation programs. Create a safe space for open conversations around experiences and expectations. Create an environment that drives Allyship. Make it a part of the Organisation culture.

Creating a safe space is essential here where trust and confidentiality are key. Also you will get a good gauge of where you are v's where you think you are with this! Trust and safety support employees to be vulnerable and that in turn can lead to disclosure. Also overcoming the fear that prevents employees from asking a question for fear of saying the wrong things or not articulating it correctly is super important. i.e: better to ask a question in the wrong way and learn rather than not ask and not learn! Key is to embed the supportive and safe environments where no-one is judged for a lack of knowledge or terminology.

I think it starts with an individual's ability to bring about significant change within a workplace. A work environment that cultivates a sense of worth and regard for its employees. One way to combat unconscious bias in decision-making would be to begin educating people about it and offering solutions. In addition, I think that mentorship programs should be established in the workplace because they are crucial in helping underrepresented groups. As an example, assigning a junior employee to a mentor within the same department who can provide advice and assistance.

Raise awareness about the importance of diversity and inclusion among employees and leadership. Provide training sessions, workshops, or seminars to educate staff about unconscious bias, cultural competence, and the benefits of diversity.

Ask leadership if they’ve noticed and then ask them why diversity and inclusivity are missing. If you’re in leadership, then ask senior leadership. Organisations that lack diversity and inclusion usually lack it because they haven’t noticed it or been questioned about it. Once you do become aware thought, it’s important to act. What should your organisation look like? Who is missing, and how do you attract, keep and progress them? If you don’t know where to start, then engage Inclusion strategists to support you. You’ve taken the first step, which is becoming aware. The next step is to act. Authentically

A true collaborative approach towards developing and delivery of learning interventions will be immensely important in embedding effective ED&I practices into every phase of the workforce recruitment/retention, talent management, continued professional development. Fostering strong and appropriate links with key internal and external stakeholders, liaising and empowering staff networks, community groups and other champions of ED&I or in more simpler terms every stakeholder will have to play their part in creating an inclusive environment for everyone to achieve their full potential.

Leading by example is essential to creating a business environment that is authentically inclusive but also an acceptance that we need to educate and learn in order to be better. Mistakes will happen and people will say and do things wrong at times and as long as this is from a place of "not knowing" rather than intent then there is always an opportunity for learning and further development. Do not expect everyone in your business to be fully up to speed on all the correct terminology or complexity of every aspect of ED&I from day one. Leading by example here will encourage others to do the same which in turn will invoke more curiosity and questions which will aid learning.

I believe organisations with a clear vision, under pinned by robust Equality, Diversity & Inclusion strategies backed by boards, led by compassionate and bold leadership at all levels of the organisations will be making real and sustainable strides towards inclusivity.

Partner with a minority company and add the diversity through contract work, once leadership gets to see that your company's culture has changed, i.e. lower turnover, higher productivity, better company reviews posted by employees, open collaborations versus silos, leadership and your board members will be more open to hiring more diversity at your company. Sometimes, leaders need to see the results first, versus presenting strategy after strategy.

I agree that diversity and inclusivity are crucial in any workplace. I've been educating myself more on these topics to better understand their impact and importance. In the meantime, I'm committed to leading by example by treating everyone with respect and empathy, regardless of their background or identity. I believe that by fostering an inclusive environment, we can create a stronger and more successful work environment.

Old school, hire the best person for the job regardless of who they are. If they do not work out hire the next best person as a replacement.