Diversity is more than newspaper headlines.
Diversity is actions that lead to societal change. It’s crucial for any workplace that hopes to evolve. That’s why more companies are hiring diversity and equity officers. Here’s what you need to know about this role that more companies are seeking out.
Diversity, equity and inclusion officers aim to make their workplace safe for all. They achieve this by establishing nondiscriminatory hiring practices and making sure employees feel safe. Having diverse perspectives creates a workplace that is:
Inclusivity is important at every level. However, it’s especially important at the higher levels. Diversity in leadership results in:
A member of leadership who has experienced adversity has the power to change it. If management is homogenous, there is a risk that discriminatory behavior will continue.
Workplace leadership isn’t meant to be a dictatorship. It’s meant to propel a team into the future. When a variety of perspectives take charge, it flips past discriminatory policies on their heads.
Everyone wants to be acknowledged in the workplace. When potential hires see diverse leadership, they know that their viewpoints will be acknowledged. This results in more applications and greater change.
Homogeneity, on top of being backward, is boring. Hiring different personalities makes the workplace friendly, creative and enjoyable.
It’s easy for a company to hire one person and declare themselves diverse. But that one employee might face discrimination and not feel comfortable seeking help. Diversity in leadership shows that you don’t just talk about change, you do it.
Studies show that inclusive companies are 36% more profitable than ones that lack diversity. This is because a company with diverse perspectives can reach a wider audience.
You’re hiring more than a diversity of bodies. You’re hiring people with different talents and perspectives to contribute to your team. This gives your company an advantage in creating unique solutions.
Diverse leadership shows that every employee has the power to rise to the top. Lower-level employees have mentors who have similar experiences. Employees will also have less fear of sharing incidents of harassment.
Your clients aren’t all going to come from the same background. Inclusive hiring practices demonstrate that you’re willing to listen to every customer and business partner.
A company that wants to evolve must set its gaze toward the future. Equity and inclusion initiatives are the next horizons. Businesses are more empathic towards their employees and clients. Having a diversity initiative demonstrates not only empathy, but a willingness to grow.
Ready to take your company to the future? Here are the steps your team needs to take:
Have a visible goal to hire a percentage of people from diverse backgrounds. This avoids the tokenism that comes with standard hiring practices. It also holds your company accountable for its initiatives.
If leadership participates in discriminatory behavior, hold them to the same standards that you would every other employee. HR should also take advantage of analytics tools that strip away the bias that might cloud their promotions process.
Microaggressions are small actions that make employees feel unwelcome. Companies need to broadcast a no-tolerance policy for harassment. HR needs to be open and encouraging of employees who want to share their stories.
Workplaces need to evolve. That requires the arduous work of DEI officers willing to steer companies toward change.
A DEI leadership certificate from Drury University is the toolkit you need to make an impact. Our online program gives you the social justice and leadership skills to succeed.
Visit our website for more information.
