The mention of “workplace diversity” can conjure up ideas about quotas and political correctness, but having a diverse workforce is actually a positive for businesses.
“Diversity” is not just race and sex
Diversity isn’t a dirty word. Nor is it related to some kind of “man ban” or “reverse racism”. Diversity goes beyond just race and sex – diversity of experience is the key here. So while race and sex are part of it, there are plenty other factors which go into making up a diverse workforce. Age, religion, nationality, and disability are other major facets. Even having diverse thinking styles and working styles can help your business.
Why a diverse workforce benefits your business
Multiple studies link increased diversity with increased innovation. Because the way we look at the world is shaped by our experiences and our culture, having diversity in those areas means diverse ways of looking at problems – leading to a greater likelihood of finding new and better solutions.
As the world we live in becomes more diverse, so too do your clients and customers. Having a workforce that mirrors the real world increases the ability of your business to relate to customers of different backgrounds.
Studies also show that more diverse workplaces are more productive. Simply, when minority groups feel like the company they work for celebrates diversity, they feel more positive about their work. Positive employees are more productive and stay with a company longer.
Meaningful ways to increase diversity
Again, diversity isn’t about quotas. To attract a more diverse workforce, the key is to increase the opportunities you give to all candidates, thus attracting the widest pool of talent to choose from.
Examine your workplace culture – would it feel welcoming to people of diverse backgrounds, or is there an accepted level of sexism, racism, or homophobia? You show your commitment to diversity by looking both at the big things and the small things – does your uniform have good options for both men and women – or are women (and smaller men) expected to wear ill-fitting gear?
Make your workplace accessible – both literally and figuratively. How would a person using a wheelchair get around your office? Can the tasks you need done for a particular role be modified to allow for people who are physically weaker, unable to stand for long periods, or very short-statured to do the job?
Have generous policies around sick leave and time off for medical appointments. This both makes your workplace more accessible to candidates with medical conditions, and gives your current employees peace of mind. They know that should they become chronically ill, they’re not going to automatically lose their job.
An easy way to overcome unconscious bias is to have someone who isn’t part of the hiring process strip CVs and applications of all non-work-related information – including names, ages, schools, and hobbies. That way you know you’re shortlisting the most qualified people for your shortlist.
Fostering a more diverse workplace isn’t about checking boxes or hiring someone less qualified because they fill a niche. It is about giving you the best chance of hiring the best person for the job – by encouraging minority groups to consider your business as a great place to work.