What is Diversity in Business?

CoachHub · 4 April 2022 · 11 min read

Diversity in the workplace is vital for the success of any individual or organization and when you talk of it, it entails racial differences, citizenship, sexual differences, religious beliefs, age, ethnicity, physical and mental health. It is simply any distinguishing factor among individuals of different groups.

In the United States, companies and organizations started paying interest to diversity and inclusion in the 1960s. As for the French, it began in the 1980s. However, it does not mean that organizations in these states started implanting diversity and inclusion at that time. It took a lot of time and revolution for organizations to offer this consideration.

The government created numerous laws and regulations like including women and minority groups to work in companies and offer them a chance to further their studies. Diversity has the potential to develop and dominate markets in different countries.

As an organization, diversity in the workplace majorly portrays itself during the recruitment of employees. Diversity represents vital levers of performance in a company. Although managers should not only use it as a tool to attract talent. To better understand diversity and inclusion, read the article below as it bases on various ways to promote workplace diversity and why you need to.

In most companies today, leaders are striving to incorporate diversity and inclusion to improve their reputation. Diversity and inclusion bring about tangible benefits such as matrix management, thus producing positive competition. It is a great strategy to use against your competitors and achieve great profits.

Why Promote Diversity in the Workplace?

1. Legal Obligation

Due to the many laws put in place by the state and different organizations, any form of discrimination is punishable by law. If a company practices discrimination, it will receive a fine of £225,000 and a ban on its businesses. If it is an individual, they will face a fine of £45,000 and 3 years in jail.

Companies have to employ 6% of people living with a disability or provide an agreement that works for people living with a disability. This applies to companies with over twenty employees.

2. Performance Guarantee

A company that practices diversity will automatically have a good reputation. The diversity of profiles it allows is also a strong attractiveness criterion. Therefore, for a company to effectively promote diversity and inclusion, it needs to do the following:

  • Choose the best profiles based on their hard and soft skills.
  • Encouraging innovation and creativity due to intercultural and multicultural.
  • Fostering international development by using employees with different cultural codes.
  • Improving on the attractiveness of the company to reduce the hiring expenses.
  • Increasing productivity by strengthening motivation and cohesion among employees.

3. To Increases Creativity

With the digital culture, it becomes easy to learn how to accommodate diversity in the workplace. Technology allows your workers to explore various opportunities that the Internet offers them. The Internet provides a platform where they can research how to be better in terms of problem-solving and productivity.

Companies and organizations were forced to resort to remote management when COVID-19 hit the world. Due to the closure of business premises and other social gathering areas, they had to be creative and develop ways of survival. That gave birth to remote management where workers could work from home.

Creativity and diversity go hand in hand and for one to succeed, the other must be present. A liberated company provides resources that enhance creativity and innovation among its workers. It fuels them up with morale and the HR department can register better performance management.

4. To Encourage Innovation and differences in Ideas

Workers from different cultures and backgrounds will most definitely have a difference in opinion, skills and perspective. That is why Innovation management can be challenging if you lack diversity in your workforce. The main purpose of a diverse workplace is to employ workers from different backgrounds, ethnicities and to have an all-around team of employees. Alternatively, putting remote management in place will give employees freedom to work from home which is a current HR trend.

5. To Improve Problem-solving Skills

Since you have an all-around team, your company is likely to have the best problem-solving and decision-making skills. They will be able to develop quick solutions to problems, making your business even more competitive in the market.

With this modern technology and HR trends, businesses experience modern problems that require modern solutions. A diverse team provides exactly that since they have different experiences to offer various solutions to problems.

6. To Improve Employee Engagement

Through surveys and different research, companies learn that workers will be able to engage fully and participate in team-building activities if they diversify. Workers gain confidence with the company and they willingly perform tasks and duties. They research and find new ways of solving company problems and come up with better marketing strategies that boost performance management.

7. To Build a Better Reputation

The reputation your company builds affects how it relates with its clients. It will also affect the sales and marketing strategies you employ and the recruitment of workers in your company. Companies need to learn various management trends such as managing remote employees and initiating a corporate culture in their workforce.

They need to use social media in their marketing strategy as it is an important tool for the prosperity of any business. With social media, they can advertise the services they offer, what they sell and talk more about the goodness of their company. When they use persuasive language, they will be able to attract clients from all walks of life.

8. To Improve Employee Retention

A diverse company is the same as a liberated company. you are most likely to increase employee retention by recruiting different persons from different walks of life without any form of discrimination. Jobseekers from all over the world will apply for positions in your company. When workers know that you value them and appreciate their efforts, they will always look to do their best to retain their positions in your company. They will get the motivation and morale to work for you since it is a holacracy system.

They will be sure not to encounter any toxic managers who frustrate workers in organizations. Your workers will respect you and your company and issues of rebellion will be unheard of. They will comply with all the rules and regulations that you’ve set in place since they know that you consider their feelings and opinions. In a non-inclusive company, the turnover of employees is usually high.

Companies understand that the recruitment process of employees is usually expensive and time-consuming. They need enough resources to facilitate this process. Therefore, in an inclusive work setting, you are likely to retain valuable employees until retirement, if possible not unless they desire a change of environment. A company equipped with such a team is at an advantage since they will learn skills and ideas, thus widening their experience. This also means that since your employees are aware of their differences, nothing can stop working together. Your workers will combine forces and develop innovative ideas that will facilitate neuromanagement. They will empower one another through frugal innovation and discrimination cases will be close to zero.

How to Promote Good Diversity in Business

After going through the benefits of being diverse in the workplace, it would be best to have tips for managing it at work. Here are some tips on what to do.

1. Internal Diversity Policy

Before you can work on diversity and inclusion, it would be best first to analyze the company’s current situation. Go through the strengths and weaknesses of the company and the goals you’ve put in place. It will only be possible your company follows the laws and all legal obligations in its jurisdiction. Once you are making this observation, you should then come up with an effective recruitment strategy.

As a company, you need to understand that recruiting new candidates by looking at their profiles and filling different quotas in the bid to incorporate diversity is not enough. The recruitment process needs to tally with the company’s values. When a company comes up with a diversity policy, it means that it is considering all its workers and that they are aware of the new policies put in place.

That is one more reason why every member of the company should participate in formulating the diversity policy and not just the company’s decision-makers. It would be best if a company hires an internal diversity manager to help in raising awareness of the employees and do away with cases of discrimination.

2. “Diversity Label”

The state created this label in 2008 to prevent discrimination and promote diversity and human resources management. All organizations can access this label since it is put in place to fulfill a list of diversity criteria implemented by AFNOR Certification and as a way for organizations to assure society that they support diversity. The company and evaluation procedure then receives the file and possesses it for four years before renewing it through an intermediate control procedure.

3. Non-discrimination in Hiring

An organization can only be diverse if it offers the same opportunities when recruiting candidates. When recruiting individuals, the hiring managers look at this individual’s skills both in theory and practical. They also need to focus on personal traits because a candidate may have all the necessary skills for the job but lack personal characteristics such as empathy and discipline, which are vital in every individual working in a cosmopolitan area. They should also give a chance for female leadership by doing this, they will be promoting diversity in the recruitment process instead of focusing on positive discrimination.

4. Diversity Awareness Program

Since managers are the main pioneers of creating a diverse workforce, they must show exemplary traits of good leadership. Therefore, the company should offer them training and support for them to implement diversity. Multicultural and intercultural management should be at work by paying attention to effective communication, teamwork, punctuality, and emotional intelligence.

However, the role of enforcing diversity should not only be left to the managers because employees too have a part to play in it. Therefore, the entire administration of the company should spread a corporate culture of diversity awareness campaigns. It can be in the form of workshops, seminars, team building and conferences.

5. Develop an Effective Communication Channel

The only way to ensure that diversity is achieved in your work area and that <management trends are in place is by creating a clear internal communication channel between you and your workers. The environment you create should make them feel safe to communicate their feelings and offer their opinions on different issues. They should be able to approach human resource managers whenever an issue arises among them.

Unfairness and favoritism are common cases that happen in workplaces and those in the minority groups suffer the most. Issues of sexuality, gender disparity, age, ethnicity and race are common factors that affect workers in a diverse workplace. They should feel safe when addressing these issues because that is the only way communication can be effective.

Leaders should avoid making assumptions and dismissing the concerns of their workers. By doing this, they will develop open and effective internal communication, thus creating diversity in all spheres of work. Managers ought to take action and increase transparency to see to it that the company prospers. It would help if there was matrix management so that employees can approach different leaders in their department.

6. Create an Opportunity for it

If you have a vastly growing company, then you should have agile project management in place. it would be best to let your workers visit and work in different locations so that they can learn how to live and work amongst those whom they are unfamiliar with. It can be in another town or even country. You can organize a survey to study how best your employees spend their free time as the company’s head. Find out what they love the most. For example, is it volunteer work? When you have your feedback, you will organize different activities that suit each one of them perfectly hence giving room for diversity management.

You can opt to organize events for workers who share the same interests and merge them with employees from different locations; then you can organize seminars or workshops. Remember, these activities aim to boost their morale for work and how well they shall be engaging in the performance of tasks. The change of environment refreshes their minds and exposes them to new opportunities in their line of duty.

When they interact with workers in the new location, they will know how they handle problems similar to theirs, thus coming up with better ways of problem-solving. These new skills that they will learn can, in turn, apply back home whenever they are faced with challenges. Creating an opportunity is the best way for employees to experience the impacts of diversity in the workplace.

Diversity & Inclusion Programs

Create an inclusive, safe, and flourishing culture.

Discover the program

Conclusion: Ways that Group Coaching will Help Resolve Diversity in the workplace

Even though diversity is a good trend in business organizations today, it has some of its challenges. Organizations have come up with ways such as group and individual coaching that will help advocate for diversity. They use virtual systems to manage remote employees and develop agile project management systems, all in the bid to create a diverse society.

Group coaching is far better than individual coaching as it saves time and resources. Group coaching will educate workers and managers on appreciating their differences since the new millennial has people with different sexual orientations, religions, and physical abilities. Group coaching will help create a safe space for workers and new recruiters. It will improve innovation management, creativity and offer doors for opportunities. You will build a strong reputation to prospective clients and create a new level for your competitors.

Driving growth and impact with coaching

Check out our free ebook

Get the ebook

Request a demo now to learn more about the CoachHub digital coaching platform.

Global offices

The leading global digital coaching platform

CoachHub is the leading global talent development platform that enables organizations to create a personalized, measurable and scalable coaching program for the entire workforce, regardless of department and seniority level. By doing so, organizations are able to reap a multitude of benefits, including increased employee engagement, higher levels of productivity, improved job performance and increased retention. CoachHub’s global pool of coaches is comprised of over 3,500 certified business coaches in 90 countries across six continents with coaching sessions available in over 60 languages, to serve more than 500 clients. Our programs are based on advanced R&D from our Coaching Lab, led by Prof. Jonathan Passmore and our Science Council. CoachHub is backed by leading tech investors, including Sofina, SoftBank Vision Fund 2, Molten Ventures, Speedinvest, HV Capital, Partech and Silicon Valley Bank/SVB Capital. In September 2021, CoachHub acquired French digital coaching pioneer MoovOne to build a global champion focused on jointly democratizing coaching.
This site is registered on wpml.org as a development site.