It’s no secret that workplace diversity is a big professional buzzword. Companies from tech to entertainment have gotten the memo, and they’re working hard to change the makeup of their workforces. But the racial breakdown of the staff is just a figure—a measure of diverse bodies. It doesn’t indicate inclusion. How are these companies working to appreciate and use the contributions of these team members? Diverse employees are 3 times as likely to leave a company if they don’t feel appreciated or accepted. It doesn’t have to end this way. Your company can take important steps to ensure everyone’s voice is heard.
Fair hiring practices
Creating an equitable office ecosystem starts at the beginning of an employee’s lifecycle with your company. Make sure everyone has a fair shot at your open positions. Consider all applicants, regardless of disability or race. Outline the interview process clearly for all candidates—don’t assume they know. Use company values and competencies to judge a candidate’s qualifications; ditch your personal preferences. And be upfront about the reasons someone isn’t a good fit.
Objective Review Process
Unconscious bias often sneaks into the performance review process. Certain employees may automatically score higher because of the reviewer’s personal prejudice (i.e. assuming all black or female employees are less competent in certain skill areas). Ensure your review guidelines are clear and based solely on performance. And ensure your scores are reviewed by more than one person. Multiple perspectives could help identify any oversights that could be misinterpreted as discrimination.
Create a Culture of Openness
Respect everyone’s opinions and allow everyone to contribute. Once you’ve invited diverse candidates to the table, are you allowing them to make presentations and pitch big ideas in front of executives? Are you developing their ideas and putting them into action? Or, are you silencing them or laughing off their input? It’s important that you let these employees know their contributions are appreciated. Give them equal time to shine in meetings. Get their ideas into production. Assign them to important projects. Show that you trust them and that their work is valued.
Seek a Confidant from a Different Culture
Sometimes, you need a perspective from someone with different experience. Instead of turning to your colleagues, who have the same background as you, seek out a professional confidant who comes from a different culture. Often, a confidant will serve not only as a sounding board but also as an unadulterated source of advice. He or she can identify potential cultural red flags that you may have missed entirely.
Be Transparent About Pay
One place all employees feel equity is in their wallets. Make sure you explain your compensation breakdown for every employee so there’s no room to assume things differ from worker to worker. For example, Johnson & Johnson insurance in Charleston, South Carolina, issues a total compensation document to every employee annually. It outlines all company benefits, stock options, base pay, and any other factors that influence the total salary. When there’s transparency, there’s little room to assume pay isn’t fair.
When it comes to creating an equitable workplace, you must weave these behaviors into the fabric of your business. Diversity is great, but inclusion is what makes it count.
