{"id":40,"date":"2021-04-29T07:32:01","date_gmt":"2021-04-29T07:32:01","guid":{"rendered":"https:\/\/pekamiar.com\/?p=40"},"modified":"2023-04-10T16:18:01","modified_gmt":"2023-04-10T16:18:01","slug":"promoting-diversity-inclusion-in-the-workforce-best-practices-by-industry-leaders","status":"publish","type":"post","link":"https:\/\/pekamiar.com\/promoting-diversity-inclusion-in-the-workforce-best-practices-by-industry-leaders\/","title":{"rendered":"Promoting Diversity &#038; Inclusion in the Workforce: Best Practices by Industry Leaders"},"content":{"rendered":"<h3 class=\"text-grey\">Global technology companies, long riddled with diversity gap issues, are making bold promises to promote greater diversity initiatives \u2013 but clearly, there\u2019s a long way to go.<\/h3>\n<ul>\n<li>Women and people of color remain underrepresented in leadership positions. The same segment finds little venture funding compared to their white male colleagues<\/li>\n<li>Hiring and business heads implement unconscious bias training<\/li>\n<li>Companies that don\u2019t prioritize inclusion may struggle to attract and retain key employee talent<\/li>\n<li>ESG investors are pushing companies in the U.S. to condemn systemic racism and increase racial and gender diversity after a tumultuous 2020<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-42\" src=\"https:\/\/pekamiar.com\/wp-content\/uploads\/2021\/04\/chart-img.png\" alt=\"\" width=\"1461\" height=\"1089\" srcset=\"https:\/\/pekamiar.com\/wp-content\/uploads\/2021\/04\/chart-img.png 1461w, https:\/\/pekamiar.com\/wp-content\/uploads\/2021\/04\/chart-img-300x224.png 300w, https:\/\/pekamiar.com\/wp-content\/uploads\/2021\/04\/chart-img-1024x763.png 1024w, https:\/\/pekamiar.com\/wp-content\/uploads\/2021\/04\/chart-img-768x572.png 768w\" sizes=\"(max-width: 1461px) 100vw, 1461px\" \/><\/p>\n<p>That said, companies are only as strong as their workforce. The most innovative, profitable, respected, and sought-after organizations have made it a strategic priority to invest in building a diverse and inclusive workplace.<\/p>\n<p>That said, companies are only as strong as their workforce. The most innovative, profitable, respected, and sought-after organizations have made it a strategic priority to invest in building a diverse and inclusive workplace.<\/p>\n<h2 class=\"text-purple\">Diversity and Inclusion To Become Moral and Business Imperative<\/h2>\n<p>More organizations recognize the strengths of employing people from all walks of life and what it can bring to the workplace. And this isn\u2019t just about race.<\/p>\n<p>People from diverse places and backgrounds add different perspectives and ideas for business. Their ingenuity makes for a more well-rounded team with varied problem-solving approaches.<\/p>\n<p>Take, for example, the success of GitLab. As an all-remote open core company that develops software, their team members are dispersed in more than 68 countries where all voices are heard and welcomed. GitLab\u2019s mission is that \u201ceveryone can contribute,\u201d and no wonder GitLab employees rate their diversity an A+.<\/p>\n<p>To ensure that your people processes are equitable, audit and refine existing infrastructures (not just technology), and where needed, build new ones.<\/p>\n<p>Confluent, a company that evolved quickly from messaging queue to a full-fledged cloud-native streaming platform, continues to grow rapidly and invests in the building blocks of a strong DEI strategy. Some of their initiatives include community-building events, lunch-and-learns with senior leaders, intersectional book clubs, and more. They celebrate their Latinx and Hispanic Heritage Month with many activities and an external speaker from the tech community.<\/p>\n<p>On the other hand, excluding specific populations unintentionally or otherwise could lead to unforeseen consequences.<br \/>\nFor instance, studies show that smartphones designed with bigger screens don\u2019t consider gender differences, and hence, are too big for many women\u2019s hands and pockets.<\/p>\n<p>From the male-dominated datasets used in car crash tests to the more recent instances of unisex COVID-19 personal<br \/>\nprotective equipment (PPE) failed to predict accurate risks for women.<\/p>\n<p>Technological disruptions like data mining, AI, and the Internet of Things indulge in surveillance capitalism and micro-profiling. In many cases, they group private human experience into specific user behaviors, further widening the gender data gap.<\/p>\n<p>Even though organizations are slow-rolling this digital transformation, leaders understand that creating a diverse and inclusive (D&amp;I) workforce is highly imperative for business success in a competitive market and to create a value-driven foundation internally.<\/p>\n<h2 class=\"text-purple\">Creating Digital Workflows with Diverse Talent Pool<\/h2>\n<p>Recruiters now look beyond the usual locations and into international markets to hire talent, and potential candidates include people with social anxiety, geographic immobility, or physical disability. It gives decision-makers an excellent opportunity to learn about different management structures prevalent in other regions.<\/p>\n<p>Ultimately, it promotes equity and removes the unconscious bias resulting from regular interactions around the water cooler, where some categories of employees can go unnoticed. Peer-to-peer interactions and a greater appreciation of mutual differences foster and fortify.<\/p>\n<h3 class=\"text-grey\">Inclusion Matters<\/h3>\n<p>Diversity, with inadequate inclusion, is just a label that companies give themselves to make their way into statistics. A genuine culture of diversity and inclusivity should start from the employee onboarding, ingrained into the HR and business strategy.<\/p>\n<p>For instance, high-quality recruits with neurological conditions like autism and dyslexia exhibit extraordinary critical thinking and analytical skills, and companies that recognize these diverse perspectives benefit from considerable payoffs.<\/p>\n<h2 class=\"text-purple\">Top Global Firms That Rank High in Diversity and Inclusivity<\/h2>\n<ol>\n<li>Accenture\u2019s Pride Ally program, representing the LGBTQ community, has over 118,000 members, and the Disability Champions network has around 27,000 employees worldwide.<\/li>\n<li>In collaboration with a non-governmental organization, Deutsche Bank helps train their future employees with disabilities. About 42% of the bank\u2019s employees are female.<\/li>\n<li>Unilever\u2019s efforts to enhance CQ resulted in the brand being named the #1 Company for Working Mothers in 2018. The company also trained over 4,000 marketers to increase their cultural competency.<\/li>\n<\/ol>\n<h2 class=\"text-purple\">Create Your Unique D&amp;I Recruitment Strategy<\/h2>\n<p>No single strategy guarantees diversity and inclusion for all organizations equally.<\/p>\n<p>But the basics, as such, remain the same:<\/p>\n<h3 class=\"text-grey\">Promote Cultural Intelligence (CQ) Internally<\/h3>\n<p>Conducting community drives, foreign language lessons, creating awareness of other cultures, etc., encourages a dynamic working space and bridges any gaps that impact the staff morale. Instead of using boilerplate presentations, use an interactive approach to benefit their interpersonal connections.<\/p>\n<h3 class=\"text-grey\">Look for Core Competencies<\/h3>\n<p>Focus on abilities, not experience. Find candidates that have excelled in their past roles and show potential to share new perspectives. Use advanced analytics to review your previous recruitment ads and attract diverse talent.<\/p>\n<h3 class=\"text-grey\">Expand Your Idea of Diversity<\/h3>\n<p>Look beyond the traditional recruits. Today\u2019s definition of diversity encompasses talent pools from different genders, sexual orientations, ethnicities, thinking styles, religious affiliations, generations, professions, disabilities, value systems, and personality types.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Global technology companies, long riddled with diversity gap issues, are making bold promises to promote&#8230;<\/p>\n","protected":false},"author":6,"featured_media":88,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/posts\/40"}],"collection":[{"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/comments?post=40"}],"version-history":[{"count":1,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/posts\/40\/revisions"}],"predecessor-version":[{"id":126,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/posts\/40\/revisions\/126"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/media\/88"}],"wp:attachment":[{"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/media?parent=40"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/categories?post=40"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pekamiar.com\/wp-json\/wp\/v2\/tags?post=40"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}