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Tips for improving diversity in the workplace

Time and time again it has been proven that a diverse workplace is a productive and profitable workplace. Chief Diversity Officer at Seimens, Janina Kugel, summed it up quite nicely in a recent report in Gulf News: “Diversity strengthens our innovative capacity, unleashes the potential of Siemens’ employees and thereby directly contributes to our business success.”

So as an employer, how do you go about promoting diversity in your organisation. Here are a few suggestions we spotted recently on Forbes…

1. Empathise

Historically, the world has operated in hierarchies. It is important to note that in almost every country there are silent systems that work to favour some while oppressing others – be it based on ethnicity, religion, sexuality, caste or gender. When you are in the former category, it is easy to ignore the struggles of others because you cannot see or feel the implicit and unspoken biases. As such, we should accept that our worldviews are wholly situated within the experiences that we have had, which in themselves are set against a historical and cultural backdrop. In short: seek to understand each other.

2. Strike a balance

The problem with subconscious bias is that quite often those discriminating do so without realising. It’s not just about what you say, but who you say it to (or who you don’t). Ask yourself, is there a specific group in your organisation you spend the most time with or assign the most work to? Does everyone in the business feel comfortable raising questions or concerns? More importantly, are there some voices you hear more than others?

3. Listen

One of the most ironic aspects of discrimination, the Forbes article points out, is that when marginalised groups speak out about their experiences, they are dismissed as being wrong by the homogenous majority. Generally speaking, for example, if a woman raises issues of sexism, it bodes well to listen to her – she is, after all, the one who can best understand her own experience. If anyone in your organisation has a complaint about bias or discrimination: listen and act upon it.

4. Be an ally

If you find yourself in a position of influence or respect, use it. It is imperative that those who have already risen give a hand to those still making their way. Equally, everyone, at any level – whether it is in the boardroom or on the bus – has a duty to stand up against injustice or inappropriate behaviour.

5. Encourage candid conversation

If there is one antidote to ignorance it is open conversation. There will be awkwardness, but inquisitiveness is important as we seek to understand each other’s experiences. The vast majority of the time, you’ll find that you are more similar than you ever were different.

6. Ask for help

None of us has all the answers and so often our exclusion of others springs from ignorance and a lack of understanding. So if you are unsure, ask. Inquire about diversity training. There is nothing wrong with not knowing the right thing to say; what is important is that you are trying to say it.

Diversity and inclusivity are key issues for today’s returning international graduates. To talk to them directly, register with Gradlink for free today.