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How to Build a Better Diversity and Inclusion Strategy

Previously, we discussed how initiatives geared toward promoting diversity, inclusion and belonging are increasingly vital to a business’s long-term success.

According to an analysis from The Brookings Institution, a nonprofit public policy organization, “minorities will be the source of all growth in the nation’s youth and working age population … as far into the future as we can see.”

As the working population grows more diverse, the needs of top talent evolve.

In our recent webinar, Sharlyn Lauby, founder of HR Bartender, spoke about how a renewed focus on compassion and the initiatives that drive them yield powerful, proven results. And according to research Lauby discussed from the Oxford Library of Psychology, workers who feel compassion from their organization are likely to work 30% longer on difficult tasks.

By now, you understand diversity and inclusion matters. But how do you convert this knowledge into a sustainable strategy for your workforce? Let’s dive deeper.

Gathering data

It’d be difficult to implement any diversity and inclusion strategy without understanding your workforce on a deeper level.

In the past, gathering this data and converting it to something you may build a process around has been time-consuming and difficult. Fortunately, innovative survey technology allows you to collect this important information from your workforce quickly, securely and anonymously.

This helps establish a baseline and find new ways for diversity and inclusion to elevate your workforce.

A sustained effort

Diversity and inclusion enable your workforce to pivot and innovate in the face of new challenges. And a strategy to support these principles should be just as adaptable.

As an HR professional, you know successfully maintaining your efforts isn’t the result of guessing, but listening. Equity is the result of understanding, and achieving this understanding is only possible through regular, thoughtful communication.

According to an article from Harvard Business Review, deploying the right software — such as a tool that empowers your workforce to quickly and easily ask questions about diversity, inclusion and other important HR matters — is crucial to the success of enterprises moving forward.

“We found that the diversity impact was highest for companies that had a high emphasis on digital innovation, as measured by their digital investments as a proportion of operating expenses.”

But communication isn’t just about being responsive to employee inquiries. In fact, diversity and inclusion may carry its most significant impact in how you develop your workforce, which is why they should be an integral part of training.

And providing material surrounding these important subjects through an intuitive learning management system your workforce can access anytime, anywhere lends it to adaptive — and accommodating — work environment.

When diversity and inclusion are embedded into your development strategy, it sets a precedent for a forward-thinking workplace and makes it easier to implement future initiatives that enhance your employees’ experience.

For more insight into building a sustainable diversity and inclusion strategy, view our on-demand webinar, Unity by Design: Creating an Inclusive Workplace, and read our guide, Building a Better Workplace Through Diversity and Inclusion.


DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.