Diversity can’t be limited to characteristics such as race or ethnicity. Diversity is a spectrum that includes class, sexual orientation, ability, special abilities, religion, race, and ethnicity. No two people are alike and the attributes and traits that set people apart from one another is what the definition of diversity is.
Following widespread demonstrations against systemic racism and police brutality, the 'me too' movement, reports of LGBTQA+ misrepresentation, and laws being passed that make daily life difficult for a particular community due to prejudice and lack of understanding, businesses around the world are examining how to improve their diversity and inclusion (D&I) programs and policies. Although this job might be difficult, it is essential to establish a more fair and encouraging environment for everyone.
More importantly, guaranteeing diversity and inclusion at events entails putting in place concrete policies rather than just making anti-discrimination statements. These days during weeks such as black history month, pride month, or world disabilities week, companies don great easy rainbow flags, change their display pictures to Black lives matter, build strategies for social media and website promotions and even change the backgrounds of their logos but is this enough?
Employees require leaders to walk the talk by implementing diversity initiatives at every stage of event planning and business culture should reflect these values. Power in internal decision-making is just as necessary as how you present diversity externally. In view of this, we have curated a few strategies for your D&I strategies to be successful.
Orient new employees in your Diversity and Inclusion programs
Explain why D&I is important to your business, how you define it, and the efforts you're taking to promote a sense of belonging at work during the onboarding process for new employees. Be prepared to respond to any inquiries your new hires may have regarding what your business is doing to advance diversity. Display a poster outlining your organization's dedication to D&I or how employees may support an inclusive workplace.
Use terminology that is not gendered
You will be acknowledging someone's identity if you use the pronouns they specifically mentioned or gender natural language. They will feel more a part of something because of this. Look for instances where "he/his/him" is used as the default pronoun and change it to "they/them/their."
Wherever you perform text editing, you can install Alex. It is an open-source program (like Chrome or Slack). It will identify potentially offensive text and gently prompt users to reword it. Text.io is another excellent platform. This free tool can also be used to look for terms that might discourage women or other underrepresented groups from applying for a position.
Make sure your interview process is structured
This does not mean that you have to adhere to a rigid script during your interviews. Candidates frequently offer insightful comments during casual chats, but structured interviews produce better hires because they lessen hiring prejudice and "gut instinct" decisions. You can increase the objectivity of decision-making by posing the same or comparable questions to every candidate.
Also, conduct blind screenings to reduce unintentional bias during the evaluation of resumes. Studies have revealed that even if applicants are similarly qualified, those with stereotypically "ethnic" names must submit more resumes before receiving a callback. Additionally, applications with female names scored lower than those with masculine names.
Create inclusive content
You ought to provide content that appeals to a broad audience. Choose subjects for your event programming that will resonate with and have a direct influence on the diverse communities you are reaching out to. Consider including workshops on the difficulties women or members of underrepresented racial or ethnic groups have in achieving leadership roles, for instance, if your event is about leadership in the advertising sector.
Alternatively, you may organize events that focus on inclusion and diversity in your sector. The "Representation Matters" racial equality summit hosted by Salesforce and Deloitte is a fantastic illustration of this kind of event. The goal of the week-long virtual event in 2020 was to uplift, motivate, and empower the most underrepresented communities in technology.
Give your diverse hires a voice
The most performative aspect is to let your staff be who they are. It is unlikely that your workers would like their working environment if they do not feel represented. Consider setting up a D&I-specific Slack channel where staff members may discuss articles and news on gender, racism, ethnicity, ability, sexual orientation, religion, age, and other traits. This can encourage open discussion about D&I in the workplace and inform other workers about these issues.
Along with ensuring that your staff members feel included and welcomed, your calendar should contain a variety of occasions to celebrate underrepresented groups, such as Black History Month, Juneteenth, and Pride.
Join hands with charities and nonprofits
Bonus points if you assist organizations that share your mission! Are you a restaurant chain? Contact food banks or soup kitchens and volunteer to help with their fundraising efforts. Ed-tech? Numerous charities provide tutoring and volunteer opportunities where your staff members can contribute their talents.
Chezuba is an online volunteering platform that has partnered with more than seven thousand nonprofit organizations from across the world. These nonprofits post requirements that your employees can work on from any part of the world. Book a free demo to learn more.
Diversity consciousness is a continuous path toward increasing awareness and inclusivity rather than a one-time project. Keep these pointers and techniques in mind as you proceed: No effort is too small or too huge, always keep that in mind. While grand gestures are wonderful, it's also the simple things that count. Go the extra mile.