How to communicate diversity in the workplace – six useful strategies
Tiwonge Chipeta is a Diversity and Inclusion consultant for EW Group, who has worked across all sectors in four continents in building rapport with diverse cultures.
For many employees, diversity and inclusion (D&I) initiatives and training are often seen as a telling off: “Why do I need this training”, they might ask, “I’m perfectly tolerant as I am, and I accept all people!”
This reaction is not unusual – especially if many business leaders think of diversity as only a solution to a problem. Not only can this lead to resentment towards management, but it can introduce resistance to diversity and inclusion initiatives and even cause the most well-intentioned interventions to do more harm than good.
This is where the importance of communicating comes in – not just explaining what you want to achieve by creating an inclusive office culture, but why D&I is important (and beneficial) for everyone, at every level of your organisation.
The following six key strategies will help you understand how to communicate D&I in the workplace and explain how small changes can make big differences to everyday wellbeing.
With diversity in business now a leading indicator of long-term organisational success, when everyone understands the benefits of D&I, they understand that diversity isn’t a problem to be addressed, but an opportunity to be embraced.
How to communicate diversity in the workplace – six handy tips and tricks
The first step towards building an inclusive office is ensuring openness of communication – make sure your staff feel comfortable contributing to a discussion about diversity and are able to make their voices heard.
After all, a diverse office is one in which everyone feels comfortable expressing their ideas, even those with differing opinions.
If you’re questioning how to communicate diversity in the workplace, progressive talent management is a great stepping stone.
The biggest benefit to organisational diversity is also the most obvious – an inclusive office not only attracts the best candidates from across the board, but is much more likely to retain the most skilled employees.
If your organisation understands that diversity and inclusion is not just a tick box or a “one and done” but it in fact brings the most qualified candidates to the forefront, you can rest assured of an office committed to making diversity and inclusion a success.
Towards a happier workplace
When considering how to communicate diversity in the workplace, it isn’t just about improving employment quotas – diversity should champion the unique aspects of every employee, and to bring those skills together for everyone’s benefit. Although we love to connect as humans, we also want to be valued as individuals not just as part of an arbitrary and monolithic group.
Various studies have shown that diverse organisations are happier and more efficient, as they encourage employees to be their authentic selves.
Inclusive leadership can help employees better understand why diversity matters, making communicating diversity in the workplace all the more effective.
Consider holding question and answer sessions or organising a mentoring scheme to build up and empower and help every employee understand the value of diversity and inclusion initiatives.
Different perspectives, different solutions
Diversity isn’t just about achieving a diverse workforce, it’s about encouraging diversity of opinion, letting everyone contribute their unique perspective.
The Harvard Business Review found that offices which favoured cognitive diversity solved problems up to three times faster than those which didn’t. According to the Scientific American, diverse organisations are far more intuitive and inventive, and much more profitable as a result.
If your organisation understands that diversity brings creativity, you’ll meet a lot less resistance to you D&I strategies and communicate diversity in the workplace with ease.
Diversity is strength
Diversity doesn’t just mean a happier, more collaborative office, but a more profitable one too.
Studies by McKinsey and Company have shown that more diverse organisations outperform more exclusive, or less diverse organisations in both profitability and growth.
If your employees understand that diversity makes for not just a happier organisation, but a stronger one.
How to communicate diversity in the workplace – how EW Group can help
Introducing diversity and inclusion policies in the workplace may seem daunting at first, but that’s where EW Group comes in.
Offering custom diversity and inclusion strategies and training, EW Group can help you get the most out of your organisation. With many organisations already championing EW Group’s approach to communicating diversity, there’s no better time to bring diversity and inclusion to your office.
If these strategies have piqued your interest, but you’re still wondering how to communicate diversity in the workplace – then look no further than our services and do get in touch.