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Establish an inclusive workplace culture, stimulate positive relationships and boost engagement across your organization.
More than 3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers. (Glassdoor, 2021)
Companies that prioritize DEI are six times more likely to be innovative and agile, and twice as likely to meet or exceed financial targets. (Deloitte, 2019)
55% of HR professionals say that promoting diversity, equity and inclusion is a top priority for their organization. (SHRM, 2021)
61%
61% of employees have witnessed or experienced discrimination at work, and 57% believe their company should do more to increase diversity.*
72%
72% of employees believe their organization should be doing more to foster an inclusive culture.**
32%
While 74% of organizations have DEI initiatives, only 32% have metrics in place to measure their effectiveness.***
* Glassdoor – 2021 ** Deloitte 2020 *** SHRM 2020
Explore what has been stopping organizations and teams from embracing diversity and inclusiveness, and how digital coaching can support this journey.
Just 42% of managers report that they are prepared to have meaningful conversations about race with their teams. (Gallup, 2021)
88% of coachees believe coaching helps leaders to develop DEI skills. (International Coaching Federation, 2020)
79% of coachees believe coaching helps leaders to create a more inclusive workplace culture. (International Coaching Federation, 2020)
Women continue to be underrepresented in leadership positions and often face strong headwinds in the workplace. The development of women in leadership is critical for businesses to succeed, and it requires addressing the causes and effects of gender disparities.
Key challenges:
Inclusive leadership is critical for creating a thriving workplace. Only the right development program can foster self-awareness and inclusive leadership styles that improve employee engagement and deliver better business outcomes.
Embracing neurodiversity in the workplace, including conditions such as dyslexia and autism, can lead to increased innovation, creativity, and productivity, but traditional workplace practices may not fully support the needs of neurodivergent individuals.
Collective coaching sessions to address deep-rooted challenges.
Break organizational silos and elevate the DEIB dialogue with Co-development Hubs, our dedicated collective coaching format.
A global pool of 3,500+ seasoned coaches available in 80+ languages.
Access one of the best professional coaches in the world and ensure that every employee can find guidance that resonates with their background and experiences.
Transformative learning experiences.
Extend the impact of coaching with our on-demand library of 8000+ micro-learning activities, curated content collections and personalized recommendations.
Client Success Story
“The whole program changed my own thinking and I must say I am a different person now.”
Adeel Hasan Jafri – Finance Manager – Coca Cola
“It is incredible to be able to offer a program that is relevant to such a diverse group of people.”
Carmen Crane
EMEA Learning & Talent Development Manager – ASICS
“Coaching really helped me to understand and figure out myself, and then to understand others.”
Ilkom Nekkadamov
Production Supervisor – Coca-Cola
1. What is an inclusive workplace culture?
A work environment that values and respects employee diversity, encourages equity and fairness and fosters a sense of belonging for all people is an inclusive workplace culture. This is true regardless of an individual’s race, gender, age, religion, sexual orientation, disability or other personal traits. A truly inclusive workplace means that all employees feel empowered to contribute with their distinctive viewpoints and ideas, and they are given equal opportunity for personal growth, professional development and career success. An inclusive workplace culture also promotes open communication, teamwork and mutual respect among all employees, which boosts productivity, creativity and innovation.
2. What are the characteristics of an inclusive workplace culture?
The variety of the workforce is valued, and equity and fairness are encouraged. Its defining characteristics are:
All employees feel empowered to contribute their distinctive viewpoints and ideas in an inclusive workplace culture, and they are given equal opportunity for personal growth, professional development and career success. For the purpose of establishing and preserving an inclusive workplace culture, effective communication, empathy and leadership are necessary.
3. Why is DEI important in the workplace?
For a number of reasons, diversity, equality and inclusion (DEI) are crucial in the workplace.
First and foremost, DEI works to instill a sense of respect and belonging among all employees, regardless of their individual traits. By doing this, a productive workplace is created where staff members feel appreciated and are free to give their best work. Second, as varied viewpoints and ideas are exchanged and incorporated into decision-making processes, DEI promotes enhanced innovation, creativity and productivity. Third, DEI can help enterprises attract and keep top talent since those who work for DEI-focused companies are more likely to be devoted to them. Promoting DEI in the workplace can also have significant social effects, assisting in the development of a more just and equal society. Therefore, DEI is crucial for developing a positive, effective and long-lasting workplace culture that is advantageous to both firms and individuals.
4. What is diversity inclusion and equity in the workplace?
Diversity, equality and inclusion (DEI) in the workplace refers to the policies and activities that attempt to establish a work environment in which employees, regardless of their personal traits, feel appreciated, respected and empowered to contribute to the organization’s success.
Recognizing and embracing variations in individuals—such as race, gender, age, religion, sexual orientation and abilities—is part of diversity. Equity assures that all employees, regardless of personal traits, have equal access to opportunity, resources and fair treatment. Inclusion entails developing a culture in which all employees feel welcomed, included and encouraged to offer their unique thoughts and ideas. DEI is essential for fostering a healthy workplace culture, increasing employee engagement and well-being, fostering creativity and productivity, and attracting and retaining top talent.
5. What are some common challenges companies face in implementing DEI initiatives?
Implementing DEI efforts can be difficult for businesses for a variety of reasons. They include:
Companies must understand these issues and establish methods to overcome them in order to successfully adopt and sustain effective DEI programs. This may entail teaching staff about DEI, allocating required resources, guaranteeing accountability, tracking progress and tackling unconscious bias. Companies may establish a more inclusive workplace culture and realize the benefits of a diverse and engaged staff by tackling these obstacles.
6. How can my company address systemic barriers to DEI?
Companies must take a comprehensive and long-term approach to addressing structural impediments to diversity, equality and inclusion (DEI). Identifying and admitting areas where systemic barriers exist, developing and implementing policies and activities that promote DEI and continuously reviewing and refining those efforts are all part of this process. This can involve attempts to diversity recruitment and promotion procedures, training on unconscious bias and other types of discrimination as well as forming employee resource groups and ensuring that all employees feel appreciated and supported at work. Furthermore, leaders must take an active role in encouraging and modeling inclusive behaviors, as well as holding themselves and others accountable for developing a DEI culture.
7. How can my company measure the success of our DEI initiatives?
Assessing the performance of DEI efforts necessitates a multifaceted strategy that extends beyond merely collecting diversity measures. Businesses should set clear goals and objectives for their DEI efforts and track success using a variety of quantitative and qualitative data. Collecting data on employee engagement and happiness, conducting frequent diversity audits, monitoring representation at various levels of the company, evaluating the impact of DEI training programs, and asking employee input are all examples of what this entails. Finally, success should be judged by how well DEI projects are interwoven into the fabric of the company’s culture and operations as well as how well they improve the experiences of all employees—particularly those from historically underrepresented groups.
8. How can my company create a safe and supportive environment for all employees?
A multifaceted strategy is required to create a safe and supportive environment for all employees. To begin, businesses must establish and implement clear rules and processes that foster a culture of respect and inclusion, as well as address any occurrences of harassment, discrimination or bias. Furthermore, businesses should provide extensive training to all employees on themes such as unconscious bias, cultural competency and respectful communication. Employee resource groups and other affinity networks should also be established to give support and community for employees from varied backgrounds. Finally, businesses should foster an open communication and feedback culture by encouraging employees to share their problems and ideas—and to take actual action in response to feedback received. This necessitates leadership modeling the right behaviors and values, as well as holding themselves and others accountable for fostering a safe and supportive environment for all employees.
9. What is the role of leadership in promoting DEI in the workplace?
Leadership is crucial in encouraging workplace DEI. They set the tone for the company’s culture, values, and priorities, and are in charge of integrating DEI into all elements of the organization. Setting defined goals and objectives for DEI efforts, providing the resources and support needed to implement them and holding themselves and others accountable for progress toward those goals are all part of this. They must also serve as role models for inclusive behavior and actively create a culture of respect, empathy and openness to different points of view. Finally, leaders must listen to and respond to employee feedback, as well as regularly analyze and adapt their DEI programs to ensure long-term effectiveness and sustainability.
10. How can my company create a DEI strategy that is aligned with our business goals?
A deliberate and intentional approach is required to develop a diversity, equity and inclusion (DEI) plan that is linked with business goals. Initially, businesses must clearly outline their corporate goals and objectives, as well as explain how DEI may help them achieve those goals. Improving staff engagement and productivity, increasing the organization’s reputation and better understanding and supporting a varied consumer base are all examples of this. Second, businesses must do a thorough review of their current DEI initiatives, identifying strengths and shortcomings and places for improvement. Based on the results of this evaluation, they should construct a set of clear and quantifiable DEI goals, as well as a plan of action that outlines particular initiatives, dates and responsibilities. Finally, businesses should develop a method for monitoring and improving their DEI strategy on a regular basis to ensure that it remains aligned with their changing company goals and priorities.
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