We live in an interesting era where despite the advancement of globalisation and technology, we still come across or hear from bigots daily; including some of our politicians to the everyday people. We all know how dangerous this can be to our society as it divides the community. What about in the workplace? If our workplaces were operating with that sort mentality, no doubt there will be a lot of conflict amongst employees, let alone the discrimination cases going through the roof for employers. Research shows organisations that are more committed to increasing their diversity and inclusion reap the rewards with an increase in creative thinking, problem solving and having more collaborative teams.
When the words ‘workplace diversity’ get thrown around, most people will automatically assume it’s ethnicity and gender. In fact, it’s a lot more than that! Workplace diversity refers to a variety of differences between employees in an organisation. This can be age, race, culture, religion, sexual orientation, disability, education and even up to personality. Inclusiveness on the other hand is when diversity is encouraged, and employers enable the participation of everyone regardless of the differences. This is when everyone feel empowered, involved and respected for who they are.
Benefits of workplace diversity & inclusion
At CPM Australia, we are committed in providing a diverse and inclusive workplace where all our employees are valued and recognised for their unique qualities, ideas and perspectives. We recruit and retain a diverse pool of people as we know how it brings about different benefits to our business, as well as all our employees in Australia and New Zealand.
We understand how workplace diversity and inclusion brings about employee engagement, which then leads to several other benefits;
Designing a diverse and inclusive workplace
If HR are intending to broaden the workplace diversity and inclusion activities, I suggest they start with the leaders within their business. It is crucial to have them onboard to support their initiatives. Next, workplace policies and practices must be designed to ensure that diversity and inclusiveness become part of the norm within the business. This will also need to be communicated to all staff through training and awareness programs. All staff members (and management in particular) need to be supported/guided as it’s not always easy shifting mindsets to how we have been taught. Remember, thoughts will turn into actions and actions will in time create workplace culture.
As Stephen Covey once said, “Strength lies in differences, not in similarities”. Therefore, for a better future, let’s embrace the differences and support a diverse and inclusive workforce!
This article is prepared to only provide general information about the topic. It is not intended to be used as advice in any way.
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