Ways Leaders Can Improve Workplace Diversity, Equity And Inclusion

I’m always on the lookout for articles about leadership. Here are a few snippets:

Improving diversity, equity and inclusion (DEI) policies in the workplace is a top priority for many companies today. However, common obstacles can prevent companies from enhancing their DEI initiatives.

Here, Forbes Human Resources Council members explore 20 strategies for leadership teams to overcome these challenges and garner support from others within the organization. Additionally, they discuss the pivotal role that the board can play in governing inclusively across the company, offering insights into how a unified approach at all levels can drive meaningful change and promote a more equitable and inclusive workplace.

1. Fostering An Increase Of Female Employee Representation

The biggest barrier for DEI in the Middle East is the representation of female employees. This region has a high level of expatriates who travel for opportunities and their spouses follow them here; however, they don’t receive available job opportunities immediately and they struggle a lot. Bringing more females into the workplace is a solution. - Reema Akhtar , Seer Solutions

2. Changing Policies To Support DEI

Teams have a hard time changing policies to support DEI when they don't have a full understanding of what it is. Training and development is an important part of creating strong policy and practice. Learning takes time and investment and delivering it to scale is not always easy. The need for scale can thwart efforts to grow in DEI because learning is not always fast or easy. - Dr. Lisa Toppin , Input to Action

3. Implementing Unbiased Recruitment Tools

Overcome workplace DEI barriers by implementing unbiased recruitment tools, educating employees on the importance of DEI and fostering an inclusive culture. The board ensures policies are equitable, sets DEI goals and holds leadership accountable, ensuring persistent, company-wide commitment to inclusivity. - Bill Fanning , TAtech

4. Promoting Open Forums To Address Vast Perspectives

As a leader, I address a vast array of team perspectives on DEI by promoting open discussions and educating and involving employees. The board plays a role in setting the right tone, aligning strategies and ensuring accountability for inclusivity. - Adithyan RK , Hyring.com

5. Providing Easier Access To Mentors And Sponsors

Without a mentoring program, it becomes hard for employees from marginalized groups to develop their networks and get career guidance. Leadership teams, especially in HR and learning and development, need to lean on mentoring programs that effectively match employees with mentors within the organization. - Matthew Reeves , Together Software

6. Expanding The Talent Pool

The limited availability of a talent pool with skill sets relevant to your business in one region and an abundant supply in the other causes a skew in the diversity of the workforce. This can be overcome by internal upskilling programs, graduate entry schemes and more where the talent is groomed as per business requirements. Focusing on generic roles for improving diversity ratios is another option. - Subhash Chandar , Laminaar Aviation Infotech

7. Encouraging Understanding To Cultivate Employee Equity

The opportunities a person is offered regardless of circumstance—across performance management, promotions and attrition—are difficult to achieve. It requires intentionality to promote justice, fairness and impartiality within your company. By fostering understanding among employees, mid-level managers and leaders, you will eliminate barriers and level the playing field. - Antoine Andrews , SurveyMonkey

Want to know more? Head on over to the full article here for more ideas and perspectives. Afterwards, why not drop me an email to share your thoughts at [email protected] ; or call me on 0467 749 378.

Thanks,

Robert