Why there is no single solution on building organisational diversity and inclusion

Diversity refers to demographic differences of a group, such as age, disability, gender, race, religion or sexual orientation. Inclusion is often defined as the extent to which everyone at work feels valued, supported and accepted, regardless of their background. It is about creating an environment where someone can be their genuine and best self at work.  A combined effort of a diverse and inclusive workforce unlocks limitless possibilities for innovation. 

Attracting and retaining a diverse pool of talent is a universal challenge for global businesses. So, creating a culture of inclusion is essential to allow everyone to feel they can be themselves and contribute their best work. This helps build a sense of purpose and provides a positive environment that is key to retaining staff.

There is no single solution to diversity and inclusion. Pooling knowledge is the optimum route to best practice. To realise ambitions for greater diversity and inclusion, HR professionals might consider taking action in the following areas: 

Talent acquisition

Set up KPIs measuring applicant demographics throughout the recruitment pipeline. This ensures that you are hitting some basic criteria with a more balanced selection of candidates. Consider obtaining support from third party industry peers who can offer recruitment best practices and access to job boards.

Talent development

While more women are rising to senior levels in their organisations, women and staff from minority backgrounds tend to progress to senior and leadership roles at lower rates than white men. Consider how best to build communities of professionals of diverse backgrounds in your sector. Consider sponsoring and attending networking events and participating in relevant conferences.

Learning and culture

Maximise any opportunity to showcase more women and role models from diverse backgrounds in brand materials and social media. Set up an in-house global diversity and inclusion committee, which includes global employee representation endorsed and supported by the leadership team. 

Outreach

Offer support to employees who become STEM Ambassadors and volunteer to run STEM outreach activities such as hosting work experience students to inspire them to consider a STEM career, and running science and coding clubs. 

Analytics and research

Develop internal diversity and inclusion dashboards to monitor progress. There is a wealth of industry best practice available. You may also consider to commission independent research of diversity and inclusion best practices.

Communications

Externally, consciously project a more diverse set of images and stories, while internally share stories and activities that support diversity and inclusion. Enshrine in Business Conduct Guidelines a written commitment to fostering an environment of diversity. 

It is important to emphasise that a diversity and inclusion programme isn’t about someone doing better at the expense of others, but rather that diversity and inclusion are about creating a culture of inclusion and respect for everyone. Setting up a framework to support diversity and inclusion is an important first stage. But it must be supported by actions from everybody to embed diversity and inclusion into organisational culture. 

Key takeaways

• Inclusion is often defined as the extent to which everyone at work feels valued, supported and accepted.
• Creating a culture of inclusion is essential to allow everyone to feel they can be themselves and contribute their best work.
• Consider how best to build communities of professionals of diverse backgrounds in your sector.
• Maximise any opportunity to showcase more women and role models from diverse backgrounds in brand materials and social media.
• Diversity and inclusion are about creating a culture of inclusion and respect for everyone.