Diversity: Another elephant in the room.

As we talk of Diversity, we seem to be largely focused mostly on Gender, Sexuality and Race, which are but parts of the broader scope of diversity in the workplace. There is more to diversity that these three variables.

Diversity speaks to age differences within your teams. What do the older generations bring to the table? Experience! Wisdom! Focus! Expert knowledge! You can name quite a lot of traits that they possess, which they have amassed over the years. You can never replace experience, especially practical, on the job experience. It is invaluable. The know-how that is gained in successfully and effectively performing the actual job far surpasses any theoretical training one might have received. This is why you will find that the older generation of workers tend to approach activities with a sense of calmness and focus, which, if not managed properly, can lead to them being lazy and complacent.

On the other hand, you find the younger generation brings with them tech savviness, innovation, new and fresh ideas and approaches, relevant and up-to-date theory and training. What they lack in experience, they make up for with knowledge and cutting edge qualifications. They are enthusiastic. They are prone to commit mistakes. They require guidance, mentorship and freedom to learn from the mistakes they learn. Their attitude and zeal requires a manager who is able to harness those and guide them towards better channeling of their energies. They need a manager who is able to ground them without suffocating and stifling their thinking. They are prone to stepping on people's toes. They regard protocols and policies as stumbling blocks. They despise rigidness and red tape. They hate autocracy and bureaucracy with passion. They need valid reasons why they should or shouldn't do something. They don't subscribe to "comply now and complain later". If it is not clear, better make sure that you are able to explain it to them until they get it.

Diversity is about cultural and religious differences. This is more important in South Africa, given that we are secular state, yet we are still focused mostly on observing holidays/practices of one religion. This can be traced to our colonialization, which brought with it Christianity. For years, as the country we observed the Christian calendar, and even after South Africa was declared a secular state, we didn't change. Most workplaces close on Sundays, Eastern Weekend and Christmas, despite the fact that other denominations even within the Christian religion recognize Saturday as their sabbath or day of rest. Some denominations do not observe Easter and Christmas. We then have Muslims, Indians and other religions who observe different holy days, which our workplace doesn't recognize as public holidays. Employees who are part of some denominations do not get time off to go on their annual pilgrimage without taking annual leave, as their traditions are not catered for in our calendars. In essence, anyone who does not subscribe to the the mainstream Christian denominations might feel left out. What then do employers do to address this? If your employee informs you that they neither observe Easter nor Christmas, how do you accommodate them? How do you make them feel that their right to religion is not trampled upon?

Diversity includes differences amongst people of the same gender but different age, sexual orientation, cultural beliefs and traditions. How do we, as the company, accommodate women when they are on their periods, others with severe period pains and heavy flow? How do we, as the employers, accommodate women who are going through menopause? Despite differing views on the two topics, menstruation and menopause, reality is, they are both naturally occurring and thus we cannot wish them away, or disregard them, when there are employees within our companies who are going through them and need to be considered. What assistance and considerations are there for parents who still have children in school? What do our companies say about workers who are either productive in the mornings or in the afternoons, as we have seen over the years that we differ regarding our peak times for work? Are our companies open to flexible working schedules, where employees who need to, can work from home, or rather remotely?

Diversity is about embracing individuals despite their conditions, abilities or limitations. It is not about employing people living with disabilities to fill their Employment Equity quotas, but providing conducive working environments for them to be effective, productive and efficient in executing their duties. Diversity is about affording everyone the dignity and respect they deserve. Diversity is about leveling the playing fields for everyone. It is about smoothing out any bumps and hinderances that might cause workers to be ineffective, unproductive and inefficient. Many of our workplaces are not suitable for use by workers who are blind or deaf. Many companies occupy buildings where someone using walking or mobility assistive devices wouldn't be able to have access. Most of our buildings are not designed to accommodate people living with disabilities during emergencies like fires, with no easy escape routes/options except elevators.

Do our Labor Law and Labor Relations framework speak to our diversity as a country? Are there options for employers to maneuver their way around these frameworks and laws to ensure that all employees are treated equally and/or equitably? Where the laws are rigid, what do your company policies saying? What reforms are needed to ensure equality in the workplace? As Diversity, Equality, Inclusion and Belonging practitioners, do we have any voice, and if yes, are we channeling that voice towards creating a conducive working environment for all? As employers, what is your view and opinion with regards to Diversity, and how do you ensure that within your company, no one is disenfranchised or discriminated against due to their age, religious or cultural beliefs, gender, sexual orientation?

Diversity is not just about employee physical, financial and emotional well-being, it goes beyond that. It speaks to employee effectiveness, dignity, respect, efficiency, satisfaction and productivity. It looks mostly at enablers by the employer in order for the employee to reach their peak or best. Diversity is about policies and spaces that accommodate the workers in a holistic manner.

By Zonwabele L. Tshayana - CEO: AdSoc Communic8