Four Modern Ideas to Include in Your Diversity Program

As modern organizations become increasingly diverse, multicultural spaces, the need to manage a diverse workforce grows in importance. While having a diverse workforce can result in higher profits, more innovation and lower turnover rates (McKinsey, 2018), it can also be a fertile ground for conflict, discrimination and instability.

Diversity policies are one of the most important commitments your organization can take to create a more inclusive workplace.

What is a diversity policy?

In simple terms, a diversity policy is an established set of rules regarding professional behavior in the context of diversity. To elaborate, a diversity policy is a written agreement for your organization about how its members will create a safe and respectful environment.. According to research conducted by Despande (2016) the objectives of a diversity policy include the following

● encouraging fairness and employee equity

● creating safe spaces for conversation and debate

● eliminating all forms of discrimination, harassment, and bullying

● establishing a functional redressal system for complaints and grievances

When starting out, it can be difficult to draft a diversity policy. You may not be sure what to add or omit, but that’s okay, we have examples!

Diversity policies come in many shapes and forms, and what’s important is that they come across as sincere, not perfect. Here are four ideas by which your organization can create a diversity policy that makes a difference.

Make a statement of commitment known

This statement is a declaration of your organization’s desire to maintain a diverse, inclusive work environment. Make it clear through this statement that your organization recognize the unique value each employee brings and that you are committed to treating every member of your organization with respect.

Example: At [Organization Name], we are committed to cultivating, fostering and preserving a diverse, welcoming and inclusive culture. We strongly believe that our human capital is the most precious resource we have, and we are committed to protecting, cherishing and nourishing that asset to the best of our capacity.

A great place to showcase the statement is right at the beginning of your diversity policy document.

Commit to respecting differences

Elaborate on how your organization plans to celebrate employees based on their differences. It affirms that all employees are treated equally in the organization, regardless of personal characteristics such as age, race, color, religion, sex, gender, disability, nationality, ethnicity, language, economic status or political beliefs.

Example: We strongly believe that within our differences, we can find what connects us. The cumulative sum of our employees’ life experiences, perspectives, knowledge, self-expression, talent and efforts they take ties in to create a significant part of [Organization Name]’s history, culture and achievements.

We embrace and celebrate our employees’ differences in age, color, disability, gender, sexual orientation, political ideologies, race, religion and all other characteristics that make our employees special. All employees have a responsibility to treat each other with dignity, respect and are expected to exhibit conduct that always reflects these values.

Elaborate on your diversity & inclusion initiatives

Your diversity & inclusion initiatives detail how you will ensure that candidates and employees will not be discriminated by the organization. This includes a commitment to fair hiring practices and promises that no candidate or employee will face discrimination, unequal treatment or harassment based on their differences. It is also where an organization shows commitment to diversity and inclusion extends to all facets of organizational life.

Example: [Organization Name]’s initiatives apply- but are not limited to our procedures and policies on recruitment, selection and training; compensation and benefits; career development and growth; promotions and benefits; social programs, or layoffs and terminations. Through the enactment of this policy, we would like to create a professional environment built on the foundations of respect towards diversity, a commitment to inclusion and a desire for equity, that encourages and enforces

● Respectful communication between all employees

● Flexible working schedules that provide a healthy work/life balance

● Active teamwork and employee participation that represents all groups and perspectives

● Diversity training to sensitize and increase awareness of and respect for individual differences at work

● Low threshold events that promote cultural exchange, such as potlucks and diversity day

Explain your complaints procedure

This is perhaps the most important part of your diversity policy. This section defines what constitutes misconduct and behavior that conflicts with the ethos of your diversity policy. Examples of misconduct include name-calling, harassment and isolation. More serious offenses such as racist behavior and sexual harassment are defined as gross misconduct. It is important that you have a zero-tolerance attitude towards such behavior (Stichting van de Arbeid, 2019).

Example: At [Organization Name], we do not tolerate discriminatory behavior such as racism, name-calling, bullying, harassment, or targeted ostracism of any employees based on any of their individual or personal differences. Any employee(s) found to have participated in any inappropriate conduct or behavior against others may be subject to disciplinary action. In the case of serious offenses, employees may be subject to termination without notice.

If one of your employees is a victim of such behavior, your policy must have detailed guidelines on how your organization will help them.

Example: Employees who feel that they have been subjected to any kind of behavior that conflicts with the organization’s diversity and inclusion policy should seek assistance from a supervisor or an HR representative. Employees are hereby assured that the grievance redressal mechanism is completely anonymous, and that all complaints will be taken very seriously.

Making your diversity policy work

A well drafted diversity policy is an essential tool to create a more welcoming, inclusive environment where employees feel safe and respected. But remember that the work doesn’t end with the creation of a diversity policy.

It's equally important to ensure that employees see it as legitimate, or else any effort may be undermined (Bezrukova, Jehn & Spell, 2012). This means delivering on organizational promises, listening to workers, and punishing infractions. It is a delicate balancing act, but worth it: having a diverse workforce often means going the extra mile, but there’s always a rainbow at the end of this road.

References

Bezrukova, K., Jehn, K.A., & Spell, C.S. (2012). Reviewing Diversity Training: Where we have been and where we should go. Academy of Management Learning & Education, 11(2), 207-227. https://doi.org/10.5465/amle.2008.0090

Deshpande, A. (2016). Importance of Workforce Diversity Policies in Organizations. Retrieved from https://www.researchgate.net/publication/349828150_Importance_of_Workforce_Diversity_Policies_in_Organisations

McKinsey. (2018, January). Delivering through Diversity. https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/delivering-through-diversity

Stichting van de Arbeid. (2019, May). From Cultural Diversity to Inclusion. https://www.ser.nl/nl/thema/diversiteitinbedrijf/english/-/media/02BD20EF312848ECBDB99DEDDBC711D9.ashx