Was tun Sie, wenn es Ihrem Arbeitsplatz an Vielfalt und Inklusivität mangelt?

In my opinion, one should start by educating oneself and others about its importance, initiate discussions, and advocate for change. Encourage the implementation of diverse hiring practices and the establishment of Employee Resource Groups (ERGs). Offer feedback on inclusivity efforts, support mentorship programs, and lead by example to promote an inclusive culture. Engaging with management to prioritize these values and demonstrate their business benefits can also be crucial in fostering a more diverse and welcoming workplace environment.

If the workplace lacks diversity and inclusivity, one can start by raising awareness about the importance of diversity and inclusion among colleagues and leadership. Encourage open dialogue about biases and barriers to inclusion. Implement policies and initiatives to promote diversity hiring, inclusive practices, and cultural competency training. Foster a supportive environment where all employees feel valued and respected. Actively seek feedback from underrepresented groups and prioritize their perspectives in decision-making processes. Regularly assess progress and adjust strategies as needed to create a more diverse and inclusive workplace culture.

In my opinion, start by talking openly with your boss or HR about your concerns. Ask for training on diversity and inclusiveness for everyone. Encourage hiring from varied backgrounds. Join or start a group at work focused on diversity to raise awareness and promote change. Always be respectful and listen to others’ experiences and ideas on how to improve the workplace.

One way to promote diversity and inclusivity in workplace is to actively seek out and support diverse perspectives and voices. This can include advocating for diverse hiring practices, creating employee resource groups, and fostering a culture of respect and inclusion. Additionally, work towards creating a safe space for all employees to share their experiences and concerns related to diversity and inclusivity.

You can't change what can't measure. First we should evaluate what are the DEI challenges and who is our workforce/ employees so we can then tailor made a DEI strategy to their specific needs and pain points. Some easy ways to do it are a monthly well-being survey with 4 questions (to get both qualitative and quantitative data). A yearly NPS survey with questions about DEI, compliance, performance review, career paths, compliance. And a self-ID survey to go beyond the typical gender and nationality. Aka sexuality, LGBTQIA+, religion, disability, social class..

Setting goals is pivotal as it helps guide actionable solutions. For instance, if you have noticed a functional or gender diversity- say there are more males in tech-roles that females. You could have a goal to ensure that the tech talents in your organisation will become 50-50 in one year. Another example is leaders at C-Suite level. An analysis from Harvard Business review shows that, there are less than 20% of women in C-Suite compared to over 75% that men occupy. To bridge this gap, you might decide to focus on training and development for the next set of female leaders.

If your workplace lacks diversity and inclusivity, setting clear and measurable goals is essential to drive meaningful change. Start by establishing specific objectives, such as increasing representation of underrepresented groups in hiring, promotions, and leadership positions. Set targets for diversity metrics, such as gender, race, ethnicity, and other dimensions of diversity, and track progress regularly. Additionally, define goals related to creating an inclusive culture, such as implementing bias training, fostering allyship programs, and creating affinity groups.

Pending the size and history of the organization, it may be a rolling set of goals that need to be initiated vs. a big bang effect in order to obtain the best outcome. Having the ability to show successes and learn from any negativities will only help to improve in a rollout of a larger company. Goals should always be driven that are achievable. Setting something unrealistic can be cause of going backward and derail the program's goal and progression.

If your workplace lacks diversity and inclusivity, conducting a comprehensive policy review is crucial to identify and address systemic barriers. Start by examining existing policies and procedures related to recruitment, promotion, training, and employee support programs. Evaluate whether these policies inadvertently disadvantage certain groups and perpetuate biases. Consider implementing policies that promote diversity and inclusion, such as diverse candidate slates for hiring, inclusive language in job postings, and mentorship programs for underrepresented employees. Additionally, ensure that anti-discrimination and harassment policies are robust and effectively enforced.

Assessing reality is key to fostering a culture of diversity and inclusivity. Setting SMART goals ensures accountability and progress tracking. Remember, policies must not only exist but actively promote inclusion. Consistent effort and transparency will drive meaningful change. #DiversityandInclusion #WorkplaceCulture

Education should be ongoing and in varying methodologies. Integrating topics within team meetings, HR "did you know", company information, quarterly meetings and so forth. I've had experiences where initiatives are being discussed but then are not integrated. For success of a roll out of full diversity and inclusion, it must be a regular topic to maintain its importance while also continually educating.

Training should definitely planned on a regular basis as a reminders for hiring managers anti-biases training every 6 months. It's good to educate staff on topics which might seem irrelevant to them aka we don't have any trans or neurodivergent people. Well maybe you do but they didn't out themselves yet or have not been diagnosed yet (ADHD, autism etc..)

It's always good to define metric of success. If all your BIPOC employees are staying less than a year it's not a good sign. And clearly it seems the company needs some anti-racism training asap. Sending an anonymous survey for people to share their feelings and experiences related to certain DEI policy can also be incredibly helpful. But also tracking who is attending DEI workshops and who is not when they aren't mandatory can give you clue about how inclusive the company is.

Creating a truly inclusive workplace is an ongoing journey that requires dedication and action. Your points on education, fostering inclusion, and tracking progress are spot on. It's crucial for organizations to invest in continuous learning and provide platforms for diverse voices to be heard. Additionally, celebrating diversity through cultural events and mentorship programs can make a significant impact. Remember, small steps lead to big changes. Keep pushing forward with determination and openness to create a workplace where everyone feels valued and respected. 🌟 One piece of advice: ensure leadership actively champions diversity initiatives to drive meaningful change from the top down. #DiversityandInclusion #ContinuousImprovement