An effective HR strategy seeks to improve employee engagement, boost retention, and drive sustainable business growth. A strong focus on diversity, equity, and inclusion, or DE&I, can empower you to move toward those goals.
DE&I isn’t just a box for HR to check off. Today, it’s a strategic imperative for growing businesses. Imagine a workplace where people of every background – that is, every gender, race, ethnicity, sexual orientation, religion, age, level of ability, and so on – feel safe, respected, and valued. Protecting yourself from discrimination, harassment, and unintentional microaggressions takes effort. What if your team could get that time and energy back and put it into their work instead? Just think of what your company could accomplish!
Diverse and inclusive companies drive financial results (McKinsey). Data shows that teams who prioritize DE&I are more innovative and better at problem-solving. When employees feel they belong, they’re more willing to share new ideas, collaborate with each other, and work toward overarching company goals. DE&I can also improve a company’s reputation, appealing to a wider community of potential customers, job candidates, and investors.
9 Tips to Promote Diversity and inclusion in the Workplace
HR professionals play a major role in cultivating diversity, equity, and inclusion. If you’re looking to improve your DE&I strategy, start with these tips:
1. Establish a Clear Code of Conduct
A strong code of conduct defines what you expect from employees at work. This is HR’s first and best opportunity to tell employees about your company’s non-negotiables. Outline unacceptable behaviors like discrimination and harassment and clearly describe your reporting process. Include the code of conduct in your onboarding materials and send a new version to long-term employees each time you update the document.
2. Gather and Implement Employee Feedback
Run regular employee surveys that invite candid input. (Pro tip: make your surveys anonymous to foster psychological safety.) Then, implement the feedback you receive. Make sure you demonstrate that employees’ opinions drive meaningful change, or you’ll risk losing their trust in HR.
3. Update Recruitment and Hiring Practices
DE&I efforts should naturally expand your talent pool. Update your hiring practices to reach underrepresented groups. For example, you might implement skills-based hiring practices or partner with local universities to source candidates. You could also require recruiters to go through implicit bias training when they join your team.
4. Foster Cross-functional Collaboration
Break down organizational silos to build relationships among diverse team members. Mentorship programs, networking events, and Employee Resource Groups (ERGs) encourage employees to learn from and support one another.
5. Amplify Diverse Voices
Create deliberate platforms for people from diverse backgrounds to share insights and lead discussions. Depending on your budget, you could do anything from hosting a free webinar series to producing a company-wide retreat. Invite speakers who bring fresh perspectives, and watch your employees get inspired.
6. Invest in Employee Development
Ensure your workers have equitable access to professional growth opportunities. Develop leadership programs that identify and nurture talent from all backgrounds and make your promotion process as transparent as possible. Offer self-paced trainings to everyone on the team, empowering them to grow their careers at their own pace.
7. Acknowledge and Celebrate Diversity
Go beyond tolerance and genuinely celebrate your diverse workforce. Recognize interfaith holidays, offer flexible work arrangements, and create an environment that actively supports each employee’s cultural background. And you don’t have to wait for special occasions! HR can also offer employee trainings to promote cultural intelligence.
8. Create an Inclusive Physical Space
Design workspaces that accommodate all employees. You might need to install ADA-compliant ramps, single-use bathrooms, or nursing rooms. Make sure everyone on your team has the resources they need to feel safe and comfortable while they’re at work.
9. Measure Your Progress
Develop comprehensive metrics to measure your success. For example, HR could track representation across leadership levels, pay equity, promotion rates, and employee satisfaction. Create DEI reports that visualize your progress. If you’re facing ongoing challenges, data can help explain why.
How Paycor Helps
DE&I isn’t just a compliance issue or even an HR issue. To be effective, your DE&I strategy should permeate every aspect of business. Fostering an inclusive and equitable workplace improves company culture, drives innovation, and empowers leaders to reach their long-term business goals.
To learn more about DE&I best practices, visit Perspectives+ – Paycor’s online knowledge library designed to drive change, empower colleagues, and foster new leaders.