The next in our series of the top 10 HR trends in 2022 will look at diversity and inclusion. The term diversity and inclusion (or D & I) refers to the make up of the workforce as well as the policies that are in place to remove barriers to ensure that every person has equal access to opportunity and support in the organisation.
Where organisations have a well-defined D & I policy, which looks at D & I as an ongoing, continuous improvement process, will enable fairer decisions to be made at all parts in the employee lifecycle – resulting in a healthier workplace culture.
Although as we have seen above diversity and inclusion are usually seen together, there is a difference between the two:
Diversity – this describes the ways in which we are different. A diverse workforce will be made up of people who are from a variety of backgrounds and should be at every level of the business.
Inclusion – This on the other hand looks at the influence that individuals within the organisation have to make decisions and are involved fully in the organisation.
Making sure that you have a diverse and inclusive culture in your organisation has several benefits:
- You will have a wide variety of perspectives and experiences to draw upon
- If the organisation reflects the people who it serves, then you will be able to gain a greater understanding of your customers needs.
- Being inclusive will ensure that you have open communications from the bottom to the top of the organisation.
- Having an effective D & I policy in place will ensure that you are recruiting in a fair and open way. Your recruitment policy should seek out and encourage applicants from all areas to apply. A wider pool of applicants will mean more qualified hires. Ensuring that you foster an inclusive work culture will make it easier to attract and more importantly retain the best people.
Many organisations now are not simply focussing on D & I, as what is important in today’s field of work is enabling belonging.
What is belonging in the workplace?
In 2019, the Harvard Business Review looked at the value of belonging at work. They looked at social belonging being a fundamental human need; it is something that is hardwired into our DNA. This is certainly something that has been demonstrated during the pandemic, with platforms such as Zoom, MS Teams & Kahootz being used to keep people together and enable socialising whilst we were apart.
There is a basic need to belong.
Belonging is linked to people feeling valued; that they matter, that they can identify and feel connected to what they are doing. The common thread in all of these is that they revolve around being accepted and included by those around us.
The review shared that belonging is good for business.
Organizations where people feel that they belong will see an increase in job performance, a decrease in turnover risk as well as a reduction in sick days.
It is also likely that people would be more likely to recommend their organisation to others.
The closing point to the article is that workers need to feel like they belong to something they value and that they have the power to bring about change when it is needed.
Gartner in April 2022 looked more at what belonging in the workplace is and identified three actions for HR:
- Eliminate “Outsiderness”
Many employees still feel like outsiders in the workplace which causes them to further suppress the parts of themselves that make them unique from their colleagues. Feeling like an outsider is a painful, negative experience that can undermine focus (presenteeism) and performance. The office should not be a “one-size-fits-all”. Strive for a workplace culture in which individuality is both noticed and valued. Demonstrate care for all and provide routine opportunities for check-ins. Having workplace support, understanding and trust all reduce the likelihood of an individual feeling like an outsider.
- Bring everyone on board
To better communicate genuine support for the idea of belonging, make everyone responsible for achieving DEI goals on a daily basis. Encourage everyone to value what anyone can bring to the table by advocating for voices to be heard and invest in growth and development.
- Demonstrate care through benefits and initiatives
Have benefits that are applicable to all groups such as flexible work, wellness programmes demonstrates that you care about needs and demands placed on your people both inside and outside of work. Initiatives such as promoting diversity in succession planning and holding celebratory events to highlight underrepresented groups are also highly effective at creating cultures of belonging.
Understanding the universal themes of your employee experience can also help you to foster a culture of belonging that goes beyond DEI.
Meaning – to belong people need to be able to find meaning and have a sense of purpose in the work that they are doing.
Appreciation – to belong people need to feel valued for their contribution. But as well as feeling a part of what they are doing and not isolated from it. It will also give the individuals involved wellbeing a boost too.
Growth – to belong people feel that their voices are being heard and that they are invested in. By considering individual needs and mindsets we can enable growth through personal development.
Impact – to belong people need to have a positive impact and to make a difference. This is linked to meaning but is different as it is more visible and external to the individual.
Connection – to belong people need to be able to feel connected to others. Being supported by others but also by the organisation through inclusive policies.
Challenge – to belong people need to be involved in the decisions that affect them. Challenges require problem solving which people should have a voice and be involved in. Also linked with growth, challenge can bring stretch and freedom for people to be the best version of themselves at work.
Autonomy – to belong people need a degree of control in their work. Autonomy also promoted respect which links back to appreciation and feeling valued for their contribution.
If you would like to know more about the MAGIC-CA model you can download our free guide here.
