Diversity and Inclusion

Diversity and Inclusion

Embracing a Diverse Workplace

Challenge #1:

Diverse Workforce and Retention

Today’s Businesses operate in an international setting, having the challenge of international competition, the balance of the diverse workforce and a worldwide clientele, they addressing to.  Focusing on the workforce , organisations should be able to attract, engage and retain talents from different backgrounds coming in with their own set of perspective, creed and worldview.

A recent research by the Public Policy Research shows that by 2030, the UK will no longer have a single racial or ethnic majority. It is predicted that diversity will be a common place with nearly one-third of the population coming from a BAME background. The workplace is gradually shifting towards a place where people from diverse population can meet and share ideas. It behoves on organizations to manage this diversity and turn it into strategic benefits. 

Diversity in the workplace always presents HR professionals with niggling challenges that can be hard to wiggle around. These challenges can be turned into strengths if organizations are intentional about creating an atmosphere that promotes the culture of tolerance, transparency and open communication. Conflict management strategies and units should be created to handle resolutions when conflicts, which are bound to happen, occur. An organization hoping to benefit from its diversity should:

         ●      Make open communication a priority.

         ●      Treat every person as an individual.

         ●      Create work teams that are diverse.

         ●      Recruit from a diverse talent pool. 

Challenge # 2: Women In Leadership

It is not uncommon to find women occupying a strategic leadership position in all areas of our economy today. A lot of women have shed the toga of being only suitable for feminine roles (whatever that means), and are gradually making their presence felt in politics, administration, business management, health, entrepreneurship, etc, at national and global levels.

There were struggles by women to close the gap in the apparent marginalization of women in leadership. A few successes have been achieved. However, women all over the world are not where they want to be in terms of holding leadership positions. Therefore, women need to be incorporated into more leadership positions to achieve work and social equality. 

Challenge #3: Equality In The Workplace

Equality in the workplace is often a multifaceted concept, that most times it becomes difficult providing a one-size-fits-all definition. Essentially, it means the fair treatment of all employees regardless of their gender, ethnic background, nationality and sexual orientation and other variables. It involves avoiding discrimination of all forms in the workplace. As a result of this, employees are given equal opportunity to advance, and equal pay and benefits (when their skillsets and experience are at par). 

Any form of discrimination in the workplace can open up an organization to litigations which can be difficult to challenge once such a process has been set in motion. While equality is not an open-and-shut process, it is always advisable for organizations to take purposive steps towards building an equal workplace. 

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Embracing a Diverse Workplace

Challenge #1:

Diverse Workforce and Retention

Today’s Businesses operate in an international setting, having the challenge of international competition, the balance of the diverse workforce and a worldwide clientele, they addressing to.  Focusing on the workforce , organisations should be able to attract, engage and retain talents from different backgrounds coming in with their own set of perspective, creed and worldview.

A recent research by the Public Policy Research shows that by 2030, the UK will no longer have a single racial or ethnic majority. It is predicted that diversity will be a common place with nearly one-third of the population coming from a BAME background. The workplace is gradually shifting towards a place where people from diverse population can meet and share ideas. It behoves on organizations to manage this diversity and turn it into strategic benefits. 

Diversity in the workplace always presents HR professionals with niggling challenges that can be hard to wiggle around. These challenges can be turned into strengths if organizations are intentional about creating an atmosphere that promotes the culture of tolerance, transparency and open communication. Conflict management strategies and units should be created to handle resolutions when conflicts, which are bound to happen, occur. An organization hoping to benefit from its diversity should:

         ●      Make open communication a priority.

         ●      Treat every person as an individual.

         ●      Create work teams that are diverse.

         ●      Recruit from a diverse talent pool. 

Challenge # 2:

Women In Leadership

It is not uncommon to find women occupying a strategic leadership position in all areas of our economy today. A lot of women have shed the toga of being only suitable for feminine roles (whatever that means), and are gradually making their presence felt in politics, administration, business management, health, entrepreneurship, etc, at national and global levels.

There were struggles by women to close the gap in the apparent marginalization of women in leadership. A few successes have been achieved. However, women all over the world are not where they want to be in terms of holding leadership positions. Therefore, women need to be incorporated into more leadership positions to achieve work and social equality. 

Challenge #3:

Equality In The Workplace

Equality in the workplace is often a multifaceted concept, that most times it becomes difficult providing a one-size-fits-all definition. Essentially, it means the fair treatment of all employees regardless of their gender, ethnic background, nationality and sexual orientation and other variables. It involves avoiding discrimination of all forms in the workplace. As a result of this, employees are given equal opportunity to advance, and equal pay and benefits (when their skillsets and experience are at par). 

Any form of discrimination in the workplace can open up an organization to litigations which can be difficult to challenge once such a process has been set in motion. While equality is not an open-and-shut process, it is always advisable for organizations to take purposive steps towards building an equal workplace. 

How We Can Help

At TalenD Consultants, we have studied these challenges at depth, and we believe organizations need to take a different approach towards diversity and inclusion in the workplace. The key is starting with:

  • Job description: We’re able to design an all-inclusive job description in your recruitment process. This includes converting all your job descriptions to gender-neutral language. 
  • Structured interviewing process: We’ve designed strategies for a structured interview process for your prospective employees and adequate training for existing employees. This interview process results in a quality hire because bias due to gender, race, age and other factors are eliminated due to an objective and consistent “data set” for the recruitment process.
  • An inclusive talent pool: we’ve designed strategies to ensure that your organization introduces diversity and inclusion early in your employee’s cycle. 
  • Communication: Our solutions will create a channel for diversity and inclusion in your organization’s communication tool. 

Let us work with you, for you.

Under the Microscope

Engage Me or Enrage Me: Gamification will run the world

During the last decade we all got Netflix-ed. Now we will get gamified. Don’t think ‘only’ games. Think the gamification of our whole lifeworld. Netflix …

Read More →

The Pandemic Won’t Be Over Anytime Soon, Here’s a Financial Checklist

It’s been eight months since countries all around the world started to impose lockdown to curb the spread of the novel coronavirus. So many things …

Read More →

Finance and HR is shaping digital disruption

New Oracle and MIT Technology Review study reveals the human drivers of cloud automation as the roles of finance, HR, and IT evolve to meet …

Read More →

Eight in ten businesses recruit for digital transformation

Organisations are actively creating new positions to facilitate digitalisation efforts within the finance function over the next 12 months, reveals Robert Half’s report Digital transformation and …

Read More →

Why Corporate Social Responsibility (CSR) Is Still Important

“The role of CSR is not about writing checks or putting together fun volunteering events; but integrating purpose into the core business and leveraging the …

Read More →

Hybrid human/AI workforce – is your company ready?

  Business leaders say learning and L&D digitisation is key to successful transition to hybrid ‘human-AI’ workforce; but research reveals current frustrations with digital performance in L&D …

Read More →

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