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Diversity & Inclusion Matters in 2023

Diversity and inclusion (D&I) is a buzzword right now, and for a good reason. Research showed that diverse teams are better at making decisions 87% of the time than non-diverse teams. Organizations identified as more diverse and inclusive are 35% more likely to outperform their competitors.

But what does Diversity & Inclusion within the workplace look like?

A diverse organization comprises people with different backgrounds, circumstances, identities, and experiences. Its people are representative of the organization's community.

An inclusive organization values difference and people feel they belong without changing who they are at work. Regardless of their identity, background, or circumstance, anyone has equal access, treatment, and outcomes at work, including an equal opportunity to develop, progress and be rewarded. People are treated fairly, with dignity and respect.

So, what can you do to create a more diverse & inclusive workplace? Here are 3 tips to start you on your D&I journey.

1. Build an evidence-based long-term plan or strategy with impact measures to track progress

According to a CIPD report, 47% of organizations don't have a formal D&I strategy, and a quarter of survey respondents said that their approach to D&I was entirely or primarily reactive. Consider starting a diversity-focused survey to identify your organization's specific gaps to know where to focus your resources. From there, you can create an evidence-based strategy that sets direction and fosters organizational commitment. Additionally, look at whether and how your D&I strategy aligns with the overall business and people strategies. This includes how D&I activity will help achieve your organization's priorities. The date you collect will assist you in evaluating your progress or prompt you to redirect your focus.

2. Create More Inclusive Workplace Policies

As you move to become a more diverse organization, review your current practices through a D&I lens. Review your practices at each stage of the employee lifecycle to see the extent to which they are helping your organization achieve its D&I goals. Achieving workplace diversity may mean creating new policies or amending current ones system-wide, from recruitment to performance evaluations and promotions. For example, you may consider updating your leave policy to include shared parental, adoption, surrogacy and family-friendly leave.

3. Hire Leaders Who Understand The Importance Of These Values and Train those who don’t.

Managers are employees' main, formal point of contact with the organization, and their behaviour and management style shape the team's climate. Currently, just 23% of employers say they train managers in fair and inclusive people management, and encouragingly a massive 87% who do this responded that it's effective in creating a more inclusive and diverse workplace.

When hiring new leaders, ensure your recruitment process includes CBI questions that indicate how the candidate promotes D&I within their workplace and how they can champion this within yours.

For existing leaders, it's crucial to invest in leadership development t training to help them understand the company's diversity goals, why they're essential, and what's expected of them when interacting with employees. They should have a clear roadmap for building a supportive workplace with readily available resources, so being inclusive is an enjoyable part of the role.

If you would like support in co-designing a more Diverse & Inclusive workplace, send us a message, and let's create a happy workplace together!

Source: CIPD UK

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