Incorporating Inclusion and Diversity In the Workplace
Melchior Antoine
Copywriter
SEO Writer
Inclusivity is crucial for any organization to achieve success in the modern world. In a global economy that is increasingly being made flatter through travel, economic integration, and modern communications, more companies and institutions are recognizing the need for diversity and inclusion in their company culture.
In this article, we discuss how organizations can incorporate inclusivity, not simply as a PR ploy, but as a means of ensuring employee welfare and making use of the best available talent to increase productivity.
What Is Inclusion In the Workplace?
Inclusion can be defined as policies that provide equal access to opportunities and resources for those who may be excluded from such opportunities due to a variety of factors, such as physical or intellectual disabilities, membership in minority groups who have been historically discriminated against, being located in regions in marginalized locations or countries, and so on.
These types of policies in terms of corporatespeak are referred to as diversity, equity, and inclusion (or DE&I) programs. Inclusive policies seek to provide more equal access by removing barriers to access or through educational and awareness programs in their workforce.
DE&I policies are becoming even more relevant with the rise of the future of work and advancements such as AR and VR. AR and VR have made it possible for the disabled to now participate better in the workplace.
The Legal and Historical Background of Inclusion and Diversity in the Workplace
Legislation to promote equality and inclusivity in the United States can be traced back to the Civil Rights Act. The Civil Rights Act of 1964 is often recognized as the most crucial milestone regarding civil rights in modern US history.
The Act and its corresponding amendments, among other things, aim to prevent unequal treatment and discrimination in higher education and employment based on race, color, religion, sex, or national origin. The Act is continuously amended to take into account the expanding definition of inclusivity and equal treatment, especially for groups whose rights had not been recognized since the original legislation was passed in 1965.
As a result, it has been transformed into a complicated and living piece of legislation. The fact that the act is continually changing and evolving means that organizations and companies should pay special attention to these work-based rights. Also, the act is particularly important for any institution or firm that relies on government funding. Such funding means that the receiving institutions are obligated to follow all the requirements of a diverse and inclusive workplace.
The table below shows the key pieces of legislation associated with the rights of specific minority groups in the United States since the passing of the 1964 Civil Rights Act.
Benefiting Group
Civil Rights Legislation
Importance
African-Americans, Women, and other minorities
The Civil Rights Act of 1964-1968
This Act was responsible for ending Jim Crow, a set of discriminatory practices against African-Americans living in the rural South. Title VII of the Act also protected the rights of women and the elderly in the workplace.
LGTBQ
The Supreme Court held that “an employer who fires an individual merely for being gay or transgender violates Title VII.”
The disabled
This Act prevents discrimination against the disabled and provides equal opportunities for them in the workplace, for job opportunities, transportation services, housing and accommodation, and local government services.
Women
The Pregnancy Discrimination Act of 1978The Equal Pay Act of 1963
This protects women from being laid off or fired when they get pregnant.
The Equal Pay Act of 1963
This Act guarantees that women are paid the same as men for doing the same job.
The Different Types of Inclusivity
Diversity can exist in several forms, including gender, race, ethnicity, religion, etc. While inclusion implies diversity, the two terms are not the same. Diversity simply refers to the mix of people from this wide range of backgrounds.
Inclusivity, on the other hand, means the actual practices, policies, and systems being implemented to make sure that this “mix” of people works effectively to increase productivity and maintain employee well-being. It is not enough that employers hire diverse people. Simply doing so could end up resulting in a box-checking exercise or mere quota fulfillment.
Instead, care should be taken to create a company culture that is welcoming and in which all feel that they have a right to participate. To do so, each type of diversity should be carefully studied, and inclusive policies should be tailored to meet the needs of each group.
Here, we are going to look at each type of diversity in turn and see how inclusive policies could be implemented to ensure true inclusiveness.
1. LGTBQ Inclusivity In the Workplace
Gender and sexual orientation inclusivity refers to making the workplace a comfortable place to work and be one’s authentic self for members of the lesbian, gay, transgender, bisexual, and
queer community. According to reports, members of the LGTBQ community often complain about microaggressions at work, including correcting assumptions regarding their private lives.
In particular, members of the transgender community face some of the steepest barriers in the workplace. They are the ones most likely to hear sexist jokes regarding their gender and feel that they have no right to talk about life outside of work.
However, in general, large numbers of LGTBQ members complain about widespread mistreatment in the workplace. For example, one report claimed that up to 46% of them have experienced unfair treatment at work at one point in their lives. Fear of discrimination among LGTBQ members is so intense, that up to 50% of them choose not to come out to their employers, while 26% choose not to come out to their fellow co-workers.
LGTBQ make up to 4% of the US population, and their numbers are set to increase in the future. They also make up an increasingly important part of the consuming public, in addition to the fact that the general public is becoming more accepting of LGTBQ values. All this means that the bottom line of organizations may very well be affected by their attitudes and policies toward LGTBQ inclusivity in the workplace.
2. Traditional Gender Workplace Inclusivity
Traditional gender inclusivity refers to discrimination against women in work. This type of discrimination is especially important in the modern workplace. Although major strides have been made in terms of lowering barriers to female participation in work, the increasing cost of living and the inability of wages to catch up with productivity increases means often that both parents within a household have to work.
This can mean added pressure on women, who may have to juggle household responsibilities with workplace responsibilities. There remains a persistent wage gap between men and women, with women making only 83.7% of what men earn and being more likely to work in industries that tend to pay less.
Moreover, another problem has to do with the rights of men or fathers regarding issues such as paternity leave. Women are the ones typically given maternity leave. However, considering our modern understanding and definitions of gender roles and equality, it has been argued that men deserve just as much a right to paternity leave as their female counterparts.
Although there are many companies that recognize the right of men to paternity leave, it is not something that is legally obligated by legislation. Real gender inclusivity does not simply seek to ensure that women catch up with men in terms of the wage gap, but also that men are awarded some of the recent rights that women have also won, such as maternity leave.
3. Ethnic and Religious Inclusivity
The main drive behind the Civil Rights Act of 1962 was securing civil rights for African Americans, who frequently faced barriers to voting, proper education, and employment after the Civil War. These rights were extended to include a wide range of ethnicities.
Ethnic discrimination remains a problem in the U.S. For example, a Gallup survey indicated that 24% of African-Americans and 24% of Hispanics reported being discriminated against while at work. This is something that companies and other institutions should be pretty concerned about because of anti-discrimination laws in the United States.
There is a cost to bear for discrimination. An average of $112.7 million is paid annually for violations against racial equality. Again, this means that companies can actually benefit or avoid negative consequences by promoting inclusivity in the workplace.
Religion is sometimes tied closely to ethnicity. This is true, especially for Muslims in the U.S. In fact, hostility toward Muslims stems from the 911 Attacks, where the internal Muslim population was unfortunately associated with these attackers by many.
This led to a stark increase in discriminatory and violent behavior toward Muslims. In fact, it was reported that although they accounted for only two percent of America’s workforce, they filed nearly 25% of religious discrimination claims in 2009.
4. Disability and Neurodivergence Inclusion
Disability has become an essential part of DE&I policy; however, neurodiversity is often overlooked in these policies. In addition, one survey showed that 81% of US employees questioned indicated the presence of a DE&I policy, but only about half of companies had programs addressing disability. Disability inclusion is important, especially considering the fact that 1 out of 4 Americans suffer from a disability.
This means they represent both large potential labor and consumer pools. Awareness of neurodiversity is relatively new although it has been growing rapidly. Neurodiversity recognizes the wide range of neurocognitive abilities in humans. This in practice means that we should accept that everyone differs in terms of the process they rely on to learn and carry out work. Plus, it also recognizes that most workers excel in certain areas and have weaknesses in other areas.
Neurodiversity is something that can be often hidden, and people may not even be aware that they suffer from the condition. Various neurodiverse conditions include:
Dyslexia
Dyscalculia
Attention Deficit and Hyperactivity Disorder
Tourette Syndrome
Autism Spectrum Condition
Asperger Syndrome
Physical and mental disability discrimination is covered by American legislation. Important pieces of legislation regarding disabilities include Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990.
These laws are responsible for guaranteeing a number of specific rights for the disabled in the workplace. This includes ensuring that people with disabilities enjoy exemptions from work requirements or time limits, which are in line with the nature of their disability, especially in the context of state-funded projects or programs.
However, this does not mean that employers should prohibit any disabled person from being employed or taking part in training programs because of their disability. The law demands that they get rid of any eligibility criteria that unnecessarily or unfairly stand in the way of the participation of individuals with disabilities.
The Benefits of a Diverse and Inclusive Workplace
An increasing body of research is beginning to show that there are a number of benefits to inclusion and diversity in terms of productivity and profits for firms. However, before we go any further, we should acknowledge that inclusivity in and of itself should be a goal.
Ensuring that more people are included and participate is something that all forward-think companies and employers should aim for. However, a number of advantages are to be had from implementing inclusivity or DE&I practices.
A diversified and global market means that companies or brands would better appeal to a broader range of consumers if their employees are diverse. A diverse workforce would be able to better come up with campaigns that would attract a diverse audience.
Also, having a range of people from different backgrounds or perspectives would make it easier to find innovative solutions to problems. Let’s take a look at the benefits of DE&I policies in turn:
1. Inclusivity Provides a Bigger Talent Pool to Choose From
One of the most obvious benefits of DE&I policies is that they mean that your firm will have greater access to a wider and more diverse pool of talent. True DE&I policies mean that equal opportunity is given based on skills and talent, as opposed to background.
With the rise of remote opportunities and the telecommunications technology that supports it, this could also mean accessing talent in every corner of the globe, and not necessarily within the city or country that your organization is located in.
This provides a competitive advantage. While competitors remain restricted in terms of access to labor based on their own biases or beliefs, a hiring management system that gives equal opportunity to a more diverse talent pool will lead to a competitive edge.
2. DE&I Attracts and Retains Talent
We are on the cusp of Generation Z entering into the workplace. This is a demographic that places high value and priority on inclusion. Incorporating DE&I policies can help in attracting and retaining members of this generation into your organization. Seeing and participating in an organization that practices meaningful inclusion policies would convince them to stay and promote these values.
Increasingly, this generation is simply not interested in staying in a company that provides a paycheck. But instead, they are placing more value on being part of something meaningful. Plus, people from diverse backgrounds, such as ethnic minorities and other marginalized groups, would be more attracted to your organization if this organization develops a reputation for authentic inclusive policies.
The ideal situation would be to have the success and satisfaction of such a diverse group serve as a form of organic advertisement to attract even more talent from Generation Z and diverse groups.
3. Inclusion and Diversity Increases Innovation and Problem-Solving
DE&I policies increase the likelihood of your organization inventing fresh ideas. Research by the Harvard Review has even shown that teams made up of diverse groups tend to come up with more innovative ideas and solutions.
Also, it only makes sense that a diverse group could better come up with new products and services or solutions for diverse customers. A company peopled only by individuals who reflect in terms of demographics the dominant society may miss out on innovative market opportunities or segments.
For example, Black women often complain about not being able to locate makeup that matches their skin tones. A makeup company that includes men and women of darker skin tones may help in identifying this problem and finding a solution for it.
4. DE&I Reduces Toxic Work Environments and Fosters Healthy Employee Relationships
A professional working environment that makes everyone feel welcome can help reduce or altogether eliminate workplace toxicity. Engagement is fostered when diversity is reflected across the board from workers at the desk to workers at the managerial level.
Workers will no longer have any reason to feel that being different would somehow result in unfair treatment, such as being passed over for promotion or microaggressions at work. This translates into less energy being spent on worrying about unfair treatment and more energy spent on promoting the goals of your organization.
Other advantages of an inclusive workplace include:
Workers being emboldened to speak out and express their ideas
Greater trust among workers and between workers and management
Increasing the sense of community or esprit de corp within the organization
Improved mental health at work
Reduced rates of turnover
Reduced rates of absenteeism
5. Inclusion and Diversity Improves Company Productivity and Performance
The accumulative effects of inclusivity will eventually lead to improved company performance. Choosing from a wider talent pool and benefiting from the innovation that is fostered by a diverse work team will eventually lead to increased profits and productivity.
In addition, a welcoming workplace that gives all employees a chance to freely express themselves and advance based on ability will also lead to improved employee well-being and welfare. This in turn leads to increase productivity and profits.
6. Inclusivity Promotes Your Brand Image
DE&I policies if successfully implemented will improve the image of your company. In a globalized economy with a diversified market, it is essential that your employees reflect your target audience.
As mentioned earlier, this means that it is more likely to come up with more innovative solutions to the unique challenges and opportunities posed by a diverse market, with segments whose needs may be ignored.
Also, a brand image that welcomes difference, diversity, and inclusion will yield many benefits in terms of social capital among a global audience. Having an obviously diverse workforce can serve as organic marketing of diverse values. This type of authentic diversity is better than any glossy or expensive ad campaign.
Social media is pervasive, and falling afoul of inclusive values, such as the mistreatment of minority workers or policies that contradict stated inclusive values can go viral. The opposite is also true. Consistently implementing and practicing DE&I values means that those who benefit from them easily share them through their social media experiences.
Steps to Promote Inclusion and Diversity In the Workplace
Organizations should take inclusion and diversity seriously and take all necessary steps to promote it and incorporate it into their work culture. They should not simply resort to tokenism. Tokenism refers to simply hiring people from specific groups in other to meet “quotas” or to achieve a certain look.
At face value, this may seem good for brand image. However, as mentioned earlier, Generation Z is quick to speak out and react negatively against inclusivity values being ignored. This combined with the chronically online nature of this generation can lead to all sorts of PR disasters.
Steps that can be taken to promote inclusivity in the workplace include:
1. Incorporating inclusivity training in professional development plans. Organizations should have modernized and updated work development plans that prioritize teaching workers at all levels about the importance of inclusivity. Older workers in particular should be singled out for this training.
2. Hire managers and leaders who believe in DE&I values. The only way inclusive policies can work is via appropriate leadership who understands the value of inclusivity. Such leaders will avoid empty tokenism and instead focus on authentic policies that make all workers feel welcome.
3. Rely on worker input in the process. Hiring a diverse work team is just the first step in establishing an inclusive workplace. To ensure that your workplace reflects a truly authentic work culture, employee participation is crucial.
Ask workers what they expect from an inclusive workplace and how these expectations can be met. More importantly, make sure that their recommendations are implemented as long as they are reasonable and feasible.
Inclusion and the Future of Work
Development in the future of work is bold new territory that companies not ready for may miss out on. This refers to radical attitudes toward work, such as the increased demand for remote work and preserving mental health in the workplace.
Workers are growing less and less tolerant of toxic work environments that do not prioritize their values and interest. More than ever before, they are willing to walk away from jobs they find unfulfilling in terms of pay, conditions, or personal values. Other developments that should be considered include the increasing feasibility of AR and VR applications in the workplace.
How AR and VR Could Contribute to Inclusivity
AR and VR present many new opportunities in the modern workplace. They also offer several solutions to inclusivity challenges.
1. AR and VR can help make remote work and training more possible. Advances in AR and VR technology mean that workers can be trained remotely. This means that diverse groups from around the country or even the globe can be trained up to the skill levels of workers who lived in cities where this training was more easily available.
2. AR and VR provide a chance for empathy training. Research has shown some positive results in using augmented reality for empathy training. The advanced sensory perception granted by mixed reality, which is a mixture of AR and VR, can allow people to feel what it's like to be in someone else’s shoes.
3. AR and VR can enable the disabled to better participate in work. AR and VR can increase the participation of those who are disabled by enhancing the remote work experience or by making up for injuries or disabilities that prevent participation in work through medtech advances.
The advances in the future of work were long seen as something possible, but somewhere in the far-off and distant future. The radical changes brought in by the pandemic have led to people thinking quite differently. These advances may well be around the corner. Firms and organizations should be taking all steps necessary to prepare themselves for this bold new future.
