Embracing Diversity
An excerpt from HR.com’s book, HR Fundamentals for Non HR Managers
Posted on 06-15-2021, Read Time: Min
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Creating a respectful work environment hinges on knowing the differences between diversity, equity, and inclusion. A respectful environment will help create good team dynamics and also ensure compliance with legislation and company policies.
Why Care About Diversity, Inclusion and Equity?
Diversity, inclusion and equity matter because they are the path to acquiring and keeping the best talent. They’re also the path to maintaining a productive work environment where everyone is contributing, and where conflict is minimized. If you want an optimally effective and productive team, you need to ask yourself:
- Are we hiring the best talent or are we swayed by factors (like gender, ethnicity, attractiveness) that are not related to performance?
- Have we created an equitable environment that will retain and motivate everyone on the team?
- Am I doing what I need to do as a manager to embrace diversity, inclusion and equity?
Defining Diversity
How does diversity translate to the real world? Let’s unbundle this.
- Diversity exists upon many different dimensions, not just gender and ethnic origin.
- The goal isn’t simply to tolerate difference; it’s to embrace it to achieve business success.
Think for a moment about all the diversity that exists in the world. If you are screening out potential hires on certain identifiers, then you are missing out on the best talent, which may come in many diverse and different forms.
Defining Inclusion
If diversity is about differences between people, then inclusion refers to something we all have in common: we all want to feel like we belong. Hence, we can keep our definition quite simple. In everyday manager’s terms, “inclusion is making sure each employee feels included.”
It’s all pretty straightforward in theory. In practice, you’ll have to work hard to overcome stereotypes, lack of awareness of differences, and the human tendency to break up into “in-groups” and “out-groups.” (This means don’t turn back to high school times when the “cool kids” snubbed the “uncool kids.”) Pay attention, work at improving inclusion, and you will see results.
It’s all pretty straightforward in theory. In practice, you’ll have to work hard to overcome stereotypes, lack of awareness of differences, and the human tendency to break up into “in-groups” and “out-groups.” (This means don’t turn back to high school times when the “cool kids” snubbed the “uncool kids.”) Pay attention, work at improving inclusion, and you will see results.
Defining Equity
Chron Writer and Editor Sophie Johnson note in The Advantages of Equity in the Workplace, Equity in a workplace means everyone receives fair treatment. There's transparency… and everyone knows what to expect in terms of consequences and rewards.
When equity exists, people have equal access to opportunities. It sets up an advantageous environment for both the employees and the employer.
Equity, simply put, means “equal opportunity for all.” How do you ‘walk the talk’ on this? Engage people on your team, particularly those who feel marginalized, by providing fair opportunities to grow, contribute, and develop. Keep this equal, across the team, and your practice becomes your culture. Equal = equal!
When equity exists, people have equal access to opportunities. It sets up an advantageous environment for both the employees and the employer.
Equity, simply put, means “equal opportunity for all.” How do you ‘walk the talk’ on this? Engage people on your team, particularly those who feel marginalized, by providing fair opportunities to grow, contribute, and develop. Keep this equal, across the team, and your practice becomes your culture. Equal = equal!
Think For a Moment:
- Do all of my team members feel this workplace is fair? If they don’t, why do they think that?
- Do members on my team believe that there is an equal opportunity for advancement?
- Might we need to increase transparency of how decisions are made around pay and promotion, and how tasks are assigned, so they understand it is fair?
- Or might they be right thinking that the workplace isn’t fair?
Your team will care a lot about equity, and they may have a different lens on it than you do. Take the time to see how people feel.
Inclusion in a Time of Virtual Work
Is there anything special you should look out for when it comes to diversity, inclusion and equity and remote work? Sure there is. For example, Jeff Bezos will have no trouble finding a quiet home office in one of his mansions — your team may not live in large mansions, so be sensitive to challenges they may face.
Another thing to consider is that, people with English as a second language might have a harder time understanding the conversation in conference calls than they would face to face.
It’s just a matter of recognizing how different people are in different situations, being sensitive to that, and dealing with concerns as they arise.
Another thing to consider is that, people with English as a second language might have a harder time understanding the conversation in conference calls than they would face to face.
It’s just a matter of recognizing how different people are in different situations, being sensitive to that, and dealing with concerns as they arise.
Dealing with Concerns Brought to You
As a manager, you will be working to embrace diversity, enhance inclusion, and ensure equity. That’s the easy part. The tough part when an employee comes to you, is recognizing that there is a problem. This is really where the rubber hits the road. You must not shrug it off as just one more employee complaint.
Listen carefully, think before you speak, and act.
Listen carefully, think before you speak, and act.
| This article is an excerpt from HR.com’s book, HR Fundamentals for Non HR Managers, which is part of the reading materials for the course HR for Non HR Managers. This course was developed to enhance a manager’s partnership with HR, improve team performance and avoid headaches in complying with national, regional, and local labor laws, or as we like to put it “the stuff that your HR department wishes you knew or wishes you were doing as a manager”. |
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