Diversity and Inclusion in the Workplace

Diversity and inclusion in the workplace create a friendlier, more positive environment for workers of all backgrounds. An inclusive company culture encourages different ideas and perspectives, fosters productivity, and ultimately may boost a company’s bottom line. Yet many employers still don’t do enough to promote equity in the workplace. 

How can senior management promote diversity and inclusivity, and what should you do if your company’s policies aren’t compatible with DE&I principles?

Diverse Workforce Benefits

Why should employers encourage diversity in the workplace apart from the satisfaction of doing the right thing? It turns out that diversity, equity, and inclusion (DE&I) create some tangible benefits for companies, specifically:

• A larger talent pool. With an inclusive hiring process, there’s less risk of rejecting valuable talents because they don’t come from the “right” background.
• Higher employee loyalty. When employees feel that their organization welcomes all workers, they’ll be more engaged and less likely to leave.
• Fresh ideas and creativity. Diversity promotes innovation, new ideas, and creative thinking. 
• Stronger performance. Diverse teams are likelier to make better business decisions thanks to the different perspectives all team members bring to the table.
• Bigger bottom line. Companies that foster diversity and inclusion are likelier to succeed and earn higher profits in the long run. 

Five Steps for Promoting Diversity at Work

With deeply ingrained unconscious biases in place, good intentions might not be enough to promote diversity and inclusion in the workplace. Employers should adopt active workplace diversity strategies for a sound DE&I company culture. The following ideas are a good place to start.

1. Fight Hiring Bias

Examining the recruitment process is often the first step a company should take to promote DE&I. Many HR teams unconsciously practice ethnic, gender-based, and ageist biases while evaluating prospective employees. 

One basic rule is wording job descriptions in gender-neutral language. Another effective strategy is a “blind resume” system that hides demographic differences. Finally, some companies actively set diversity goals for recruiting workers.

2. Promote Diversity in Higher Positions

Often, even if an employee from a minority group secures an entry-level position, they miss out on growth opportunities. For example, executives may be less likely to promote an employee who speaks with an accent, even if that worker is very capable.

Company leaders should examine their executive teams’ DE&I policies. Does senior management include representatives from minority groups? Do executives show commitment to diversity and inclusion in the workplace?

3. Embrace Multiculturalism

Companies committed to DE&I will honor and celebrate all cultural and religious practices. One important point is accommodating employees who take time off for religious holidays. While giving time off for Christmas and New Year is a standard practice in many companies, some workers may celebrate holidays and festivals at different times of the year.

4. Include Minority Groups in Employee Surveys

Large companies often invest in pulse surveys to gain data on employee engagement, satisfaction, and other important metrics. Segmenting these surveys by minority groups can give a clearer picture of how people from these groups feel about working in the organization, possibly pointing to areas where the company could improve.

5. Build an Inclusive Culture

Fostering an inclusive company culture goes beyond protocols and policies. Employers who strive to promote DE&I will make a consistent effort to accommodate workers of all ages, cultural backgrounds, and physical conditions. This may include anything from setting up a comfortable space for pumping breastmilk to providing extra tech courses for older employees. 

What If Your Workplace Isn’t DE&I Friendly?

Some workplaces, far from promoting inclusion initiatives, still practice discrimination against workers based on ethnicity, religion, gender, age, or disabilities. This could take the form of:

• Biases in the hiring process
• A glass ceiling that keeps workers from minority groups out of senior positions
• Stricter performance standards unofficially applied to workers from a specific group
• Racist, sexist, or otherwise offensive language 
• Company events that aren’t accessible to workers with disabilities

If you’ve suffered this type of discrimination yourself or noticed it happening to employees from protected minority groups, you can take action against your employer. The law protects you from retaliation, whether you’re an employee who experienced discrimination or a whistleblower exposing unfair company practices. 

To prove workplace discrimination, you’ll need solid evidence and an experienced employment discrimination lawyer. Document any instances of unfair workplace practices and contact a law firm with a solid record of handling employment discrimination cases.

Kent Pincin Law: Employment Discrimination Lawyers Serving Clients Across California

Did you suffer workplace discrimination first-hand or notice discriminatory policies in your workplace? Kent Pincin Law can protect you against unfair treatment or unlawful retaliation at work. We’ll look into your case and explain your options under California law.

For legal questions about diversity and inclusion in the workplace, call us at 310-376-0922.