How To Be A Better Workplace Ally?
In fostering diversity, equity, and inclusion (DEI) within the workplace, organisations must go beyond mere policy implementation. Achieving true DEI means integrating these values into the core identity of the organisation, making it an inherent part of its DNA. Ritu Rakhra, Human Resources (HR) Head at Broadridge India believes that this involves leadership commitment, comprehensive training programmes and transparent communication channels. She says that recognising and addressing unconscious biases, promoting inclusive hiring practices and incorporating inclusivity metrics into evaluations are vital steps. She delves into how organisations can embed DEI into their DNA, empower leaders and employees to become effective allies, break down barriers and biases, and ensure equal opportunities for professional development.
How can organisations foster a culture of inclusivity and diversity into their core values and make it an integral part of their DNA?
Integrating diversity and inclusion into the workplace culture means enabling individuals to bring their whole, authentic selves to work, allowing them to contribute meaningfully. Through this, organisations not only benefit from the diverse perspectives of their workforce but also leverage the different viewpoints to innovate and think out-of-the-box.
Start with leadership commitment, demonstrating top-level advocacy through policies and actions. Develop training programmes to enhance cultural competence and sensitivity among employees. And finally, establish transparent communication channels to address concerns and celebrate diverse achievements and success stories. Leaders play a pivotal role here, actively championing and sponsoring inclusion initiatives, and inculcating role-model behavior in their own people management and leadership team.
In addition, it’s essential that organisations seek diverse talent through inclusive hiring practices, ensuring a fair representation at all levels. Encouraging employee resource groups to provide a platform for diverse voices is also integral. But most importantly, integrate inclusivity metrics into performance evaluations, reinforcing the organisational commitment to diversity. By weaving these practices into the fabric of daily operations, organisations can truly make inclusivity and diversity an intrinsic part of their identity.
How can leaders and employees be educated and empowered to become effective workplace allies?
Crafting comprehensive training modules that address unconscious bias, cultural competence, and the importance of diversity is one way through which an organisation can empower its leaders and employees to become workplace allies. Some of the other effective tools include:
What strategies have proven successful or should be adopted by organisations in breaking down barriers and biases within the workplace?
Biases and equity gaps can surface in the workplace, affecting women and individuals from underrepresented communities. Addressing these challenges is not just an ethical obligation but also a strategic necessity for organisations operating in an increasingly diverse and competitive global environment.
Implementing training sessions to recognise and tackle unconscious biases among employees and leaders is one of the most important steps organisations must take to tackle any kind of disparity. While conducting interviews, recruiters and hiring managers should ensure diverse panels which can reduce the impact of individual biases. It also sends a clear message to the talent about the core company values.
It’s also imperative that organisations have clear diversity and inclusion policies that promote fairness and equal opportunities. This includes zero tolerance policy against any kind of discriminatory behaviour. But above all, tackling biases require an ongoing commitment, involving continuous monitoring, clear communication and feedback mechanism, and consistent actions.
What are the key challenges organisations face in embedding DEI into their DNA and how can these challenges be overcome?
Resistance to change, ingrained biases and lack of leadership commitment can be a challenge when it comes to inculcating the true essence of DEI into an organisation's DNA.
To address these challenges, people leaders must publicly advocate for diversity and inclusion, integrate D&I into the organisation's mission, embody the culture and take responsibility for progress toward goals.
Diversity and inclusion (D&I) go beyond the HR imperative. It should be fundamental to shaping and implementing business strategies, integrated into the daily operations of the organisation. Involving individuals from diverse backgrounds in the strategic planning process will also contribute to creating a core mission that resonates with a wider range of customers and employees.
For instance, a design team with diverse perspectives is better positioned to develop products and services that cater to a wide range of customers, steering clear of biased assumptions or generalisations. Integrating D&I in the organisational culture requires a sustained behaviour change., fostering a cultural shift. In other words, Instead, D&I initiatives are more effective when it’s part of an enterprise-wide strategic approach and is conducted over time.
What measures can industries take to ensure equal opportunities for professional development and career advancement?
Firstly, offer mentorship and sponsorship programmes to provide guidance and support, particularly for underrepresented groups. Implement diversity-focused training to enhance skills and promote inclusivity. Create a culture of continuous learning with accessible training resources for all employees. Establish transparent and merit-based promotion processes to eliminate any bias. Finally, prioritise diversity in leadership roles to set an example and inspire upward mobility.
By adopting these measures, industries can create an environment where equal opportunities for professional growth and advancement are embedded in their organisational culture.
