Creating A More Diverse, Inclusive Workplace

This year, the novel coronavirus pandemic changed the way we work and the way workers interact with one another. While we're working from home, it’s understandable to reminisce about the casual conversations, collaborations and brainstorming sessions that were regular parts of daily office life. Working from home is likely to become a more mainstream way to work even once this crisis subsides. As many companies roll out recovery plans and navigate a new normal with regard to the way we work, we can’t afford to neglect diversity in the workplace.

The United States’ racial history and the death of George Floyd shined a light on the injustice that still exists, especially for African-Americans. It’s clear to me that we have yet to achieve acceptance and humane, equal treatment for all. As protests take place across the globe and businesses and leaders share their stances and thoughts on the divide in our country, many may ask what they can do to help close the divide.

A diverse workplace features various cultures, ethnicities, genders, ages, generations and numerous other characteristics. This plethora of perspectives can create a prime environment for innovation and nurture a company’s connection to society. A report by McKinsey suggests that companies that are more diverse are likelier to be more successful financially compared to companies that are in the bottom quartile of gender and ethnic diversity. At the corporate level, there are steps business leaders can implement into their strategies to create a more diverse and inclusive workforce and workplace, even when they're working with remote teams.

Address workforce gaps. Include women and minorities in roles and fields where they have historically been underrepresented.

Encourage the sharing of knowledge and experience. By incorporating various viewpoints, leaders can create an environment where others feel comfortable contributing regularly. People want to feel heard, and leaders who provide the capacity for them to do so can help foster innovation and productivity.

Create a collaborative workplace community. A company’s connection to society, be it in one city or across the globe, is generally as strong as its employee participation. Many nonprofits receive corporate donations regularly, but leaders should also regularly encourage employees to participate in giving back. When they encourage employees to donate, volunteer, or fundraise, they can create an increased sense of accomplishment and connection with the company.

Keep networking, even if you do it virtually. There are many groups that support and promote minorities and women in business that host events throughout the year, and many of these events are taking place virtually as a result of the pandemic. Business leaders can become members of nationwide organizations or local chapters and have productive discussions with experts and other industry leaders about cultivating a more diverse and inclusive environment.

Foster discussions and internal development programs. Encourage one-on-one discussions with employees -- which can even happen virtually if they're working remotely. Leaders should keep an open line of communication with meetings or surveys so they can be in touch with what employees would like to see implemented in order to create a more inclusive culture.

For corporations, I believe it’s important to make a corporate commitment to ensure diversity in their supply chains. An organization’s workforce and suppliers should reflect its consumer base. We are living in a hyper-connected world where it is important now to “walk the talk.” Marginal efforts are not sufficient; the business case for diversity and inclusion is established.

There are many steps we can take as a society to create a more equal world, but many times the high-level decisions a government makes are out of our complete control. We have the power to begin creating change at the individual and business levels now. We can't cultivate a diverse workforce and an inclusive workplace overnight, but there are steps we can all take to improve corporate diversity. This progress should never be considered “finished.” It is always worth it for all involved.

Note: This article first appeared on Forbes.com on June 26, 2020 and can be accessed here.