What is Diversity Management in a Company?

CoachHub · 12 April 2022 · 7 min read

Diversity management is the new type of management that has emerged. It refers to the use of specific policies and programs to promote the inclusion of employees from different backgrounds. This deliberate effort values and protects its employees equally and provides resources to learn from and respect individual differences. Diversity management strategies are highly adopted by organizations because there has been a significant growth of diversity in the workplace globally. Diversity involves how individuals identify themselves and how others perceive them. It encompasses groups, age, religion, race, ethnicity, sexual orientation, and distinct differences.

Advancements in technology have made it possible for companies to recruit, hire and manage a diverse workforce in different time zones and from all over the world. It can be challenging for

Export News in France

In 2019 it was estimated there were 129,000 companies exporting goods in France that mainly comprised SMEs. This figure continues to grow, and when compared to its neighbors France is cautious with international development. However, multiculturalism is fraught with challenges such as socio-cultural barriers and language barriers but you can adapt your diversity management system to integrate these cultural differences.

Companies with cultural diversity benefit from economic performance, they enjoy a pool of talents that brings in different thoughts and professional practices and cultures. Also, they are guaranteed innovation and competitiveness that are very essential in innovation management. According to Babbel’s study, diversity in the workplace is a strong attraction to millennials, about 98% of millennials dream of studying or working abroad. Many companies have understood this concept, and this is why they are implementing diversity initiatives to remain competitive.

Multicultural management team

Why is Diversity Management Important

Workplace diversity can benefit a company in a variety of ways. For starters, it will help boost revenue for an organization that wants to expand its operations in international, regional, national, and local markets. There is a large pool of applicants to choose from. The result is finding more qualified candidates and a reduction in the time to fill vacant positions. Here are more benefits to having diversity and inclusion in your company.

  1. A diverse workforce imbues many companies with creative ideas and different perspectives from their cultural experiences.
  2. It boosts research and development.
  3. Different perspectives also help to optimize the decision-making process.
  4. It leads to customer satisfaction because there is a more diverse clientele and public.
  5. It helps a business better understand its target demographics and its driving force.

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How Do You Promote Diversity In The Workplace?

HR is responsible for diversity management. However, they cannot single-handedly implement the process, and they require the support of managers and CEOs to impact diversity. To successfully establish diversity, HR trends need to be incorporated into a business. This includes female leadership in management that helps to bring balance and equality.

A dedicated diversity strategy is required to ensure that your team grows and improves. Every business, company, or organization has its unique take on hiring and mentoring diverse talent as well as managing remote employees. Below are key elements needed for a diversity management strategy.

  1. Set Diversity Goals and Metrics
    Before setting goals, it is critical to look at your current metrics and then set goals on the areas that need improvement. There are different diversity metrics that you can use to track your goals in remote management and below are some of the most important to consider. They are specific to diverse candidates, employees, clients, and they include:
    • The number of applicants: Is your application pool diverse?
    • How well does your company represent the diverse population at large?
    • Promotions.
    • The number of diverse candidates that you are hiring.
    • Are you retaining diverse candidates for long-term purposes?
  2. Allocate Roles
    Ensure that responsibilities are clearly defined within all the departments. This is essential in matrix management because it will ensure HR recruiters are doing their recruitment processes in a non-discriminatory way. An example is the implementation of initiatives and language courses should be in the field of HR development.
  3. Ensure Operational Readiness
    According to a recent study, 45% of employees believe that management has the most leverage to boost diversity. The management team should be able to re-evaluate its corporate culture to suit the needs of people of different backgrounds. Adopting management trends will help with your management practices, and this will help instill concrete principles that will take into account cultural diversity.
  4. Identify Resources for Diversity Programs
    Something as crucial as diversity requires resources, time, and willpower to make it efficient. Before building a diversity strategy and implementing diversity initiatives, it is essential to ensure that your team is on board. This will help you to delegate tasks easily and ensure your diversity strategy will excel. Innovation management for your employees will allow them to use their cultural diversity, which might help develop technologies for the business. This should also include policies such as discrimination, tolerance, and harassment laws that will make your employees feel safe and comfortable.
  5. Recruit Diverse Talent
    Building diversity in your team starts with attracting and recruiting diverse candidates. In a remote culture, you will get numerous applications from people of different backgrounds. You will be required to review your recruitment marketing materials and consider the personas you are targeting. To help you bring in diverse talent, consider:
    Mitigating bias and ensuring they don’t affect the hiring decisions. Attending career fairs to reach out to diverse audiences. Posting jobs directed towards underrepresented job candidates.
  6. Build a Diverse Leadership Team
    Your leadership team needs to be diverse. It needs to be well represented, which will make it more relatable and help support a diverse culture. This will ensure that there will be no toxic managers in your organization. To help with this are CoachHub, who are professionals at coaching for multicultural management.
  7. Monitor Results It determines whether your initiatives have been productive. There are performance management indicators that you can use to monitor every individual progress. They will give you a broader approach to diversity and how it has impacted your business.

The Qualities for A Multicultural Management

Some of the best practices of diversity management include:

  1. Adapt Your Way of Communication.
    Organizations need to ensure efficient communication to avoid difficulties in understanding each other. They need to create a safe environment where partners and employees can connect and raise their concerns. It requires a great deal of neuromanagement because lots of emotions need to be handled. Important information should be conveyed in a way that overcomes language and cultural barriers.
  2. Hiring.
    Recruiting and hiring new talent is vital in any company, especially in the new norm, the digital culture. The hiring process needs to overcome bias, which will help the most qualified people be employed. Hiring a diverse workforce can help with frugal innovation, which will help deliver better quality services for customers.
  3. Be Open-Minded. For diversity to thrive, everyone needs to recognize and be encouraged that differences in backgrounds, experiences, and cultures are of value to the company. In a liberated company, open-mindedness is not new, and it can be incorporated into companies looking forward to achieving organizational goals. To avoid discrimination in the workplace, there should be a standardized criterion to ensure equality.
  4. Treat Each Employee As An Individual.
    As a multicultural leader or manager, you shouldn’t make assumptions about your employees. However, use an agile project management approach to judge each individual’s success or failure on their merit and not their background. Also, encouraging employees to work together will help them know each other, value one another, and improve collaboration in the team.
  5. Create a Team Spirit. In holacracy, the manager should mobilize his team towards a common goal through team cohesion and collective intelligence. It needs to be done in a way that binds all the employees such as regular meetings or team building workshops that can either be face to face or remote. Digital tools facilitate collaboration since they allow remote exchange and translation of the information in all languages.

How Do You Manage Diversity Effectively?

Below are key takeaways to keep in mind when managing diversity effectively.

  • Diversity is built daily, and it should be accompanied by diversity programs and initiatives to make it last.
  • From hiring to offboarding, there need to be processes and policies that will promote diversity.
  • All employees need to be aware of diversity, its importance, how it exists and why it is part of employee training.
  • Prioritize communication to promote diversity and how it can be an inspiration in work environments.
  • Focus on culture and monitor results to make sure that diversity is always in focus.

Coaching for Multicultural Management

The manager plays a vital role in the success of any company or business. It requires a combination of leadership, listening, and communication skills and their nature to create a relationship between diverse workforce members. Being equipped with all of these skills and know-how requires professional coaching for the managers and employees. CoachHub are experts in this field, and they offer coaching sessions that help with the professional development process of the employees.

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