The topic of research: diversity and inclusion in the workplace.
intro for topic: Introduction Having a diverse workforce is increasingly being recognized
as instrumental in improving the firm’s performance, and also an imperative that organizations
can no longer choose to ignore. It is well recognized today that diversity adds both tangible and
intangible value, even if it requires working through the issues and costs that sometimes
accompany it. What we see today is the discourse increasingly shifting to one of inclusion, over
and beyond that of diversity. Empirical studies on organizational practices of inclusion are
somewhat limited, barring a few This is understandable since inclusion has only recently entered
the lexicon of popular discourse. Areas of organizational practices for inclusion have been
related to recruitment and selection, training and development, and socialization activities like
meals and parties. A more encompassing examination of sustained inclusive practices,
approaches and measures is still largely missing. Perceptions of inclusion are often referential to
an assumed mainstream in an organization. Few studies have looked at the experience of
inclusion from the point of view of the privileged in the equation. Fewer have examined
inclusion from the point of view of other less common demographics of interest in the diversity
literature, such as that of migrants.
R. Ortlieb and B. Sieben, "The making of inclusion as structuration: empirical evidence of a multinational
company," Equality, Diversity, and Inclusion: An International Journal, vol. 33, no. 3, pp. 235-248, 2014.
Reference
Objectives:
employee perception and satisfaction :
1. Positive Effects of Inclusion on Employee Well-Being:
a. Inclusive workplaces support a positive self-concept and self-esteem.
b. Enhanced career achievements and progression contribute to job satisfaction.
c. Greater work-life balance is facilitated in inclusive workplaces.
d. Social connectedness and a sense of belonging contribute to overall well-
being.
2. Inclusive Workplaces and Professional Achievement:
a. Inclusive workplaces remove obstacles for career progression, leading to job
satisfaction.
b. Teams with inclusive environments provide more career development
opportunities.
c. Success at work boosts self-confidence and job satisfaction.
3. Inclusive Workplaces and Work-Life Balance:
a. Inclusive workplaces promote flexibility, allowing better control over work-life
balance.
b. Improved work-life balance reduces stress and enhances overall well-being.
4. Inclusive Workplaces and Connection with Others:
a. Inclusive settings foster improved interpersonal interactions and a sense of
belonging.
b. Social connectedness in inclusive workplaces buffers stress and supports well-
being.
5. Inclusive Workplaces and Pro-Social Behavior:
a. Workers in inclusive settings are more likely to receive help from colleagues.
b. Pro-social behavior is promoted, contributing to positive employee
experiences.
6. Positive Effects of Employee Well-Being on Inclusion:
a. Self-affirming workplaces decrease prejudice, discrimination, and harassment.
b. Reduction of work stress is linked to decreased stereotyping.
2. Training and development: Diversity and inclusion in training and
development helps every employee embrace and celebrate all the
unique things about a diverse workforce, and work together
harmoniously. It goes way further than token ‘political correctness’
and into the arena of embracing difference and valuing the unique
perspective of every employee. At the very least, inclusion training and
development programs will help employees:
Be more aware of workplace diversity issues, such as those
affecting underrepresented groups, in their daily interactions
Explore and challenge their own beliefs and unconscious biases
about diversity, and acknowledge discrimination
Understand what motivates (and demotivates) their co-workers
Learn interaction and collaboration skills that help them work more
effectively with people who have different qualities from their own
Stand up to discrimination such as racial bias or sexual harassment
Contribute to an inclusive workplace culture where comprehensive
diversity is the norm
Best practices in diversity recruitment:
1. Set SMART Goals for Inclusive Recruitment:
- Clear and specific goals are essential for inclusive recruitment.
- Goals should be Specific, Measurable, Achievable, Relevant, and
Time-Bound (SMART).
- Consider demographics, changes in hiring processes, and specific
diversity focuses.
2. Create a Diversity Recruitment Strategy:
- Develop a comprehensive strategy outlining actions, accountability,
and measurement for diversity recruitment.
- Reflect the diversity of your customer base and community in your
strategy.
- Evaluate and improve current hiring practices for inclusivity.
3. Promote Employer Brand for Diversity:
- Communicate commitment to diversity and inclusion through
various channels, both internal and external.
- Address potential negative reviews on platforms like Glassdoor by
actively working on improving the employer brand.
- Develop a company culture that attracts and retains diverse talent.
4. Attract More Diverse Applicants:
- Ensure diversity within the recruitment team to minimize
unconscious bias.
- Use neutral and inclusive language in job descriptions.
- Focus on transferable skills and job training rather than non-essential
requirements.
- Promote workplace policies appealing to a range of backgrounds.
5. Use a Diverse Range of Recruitment Platforms:
- Analyze and diversify recruitment platforms to broaden audience
reach.
- Explore channels beyond traditional job boards, such as social
media.
- Utilize specialized job boards catering to diverse talent.
6. Reduce Unconscious Bias:
- Address unconscious bias through diverse hiring panels and training.
- Standardize the hiring process with checklists and blind CV reviews.
- Make the recruitment process comfortable and accessible for all
applicants.
7. Use the Right Technology:
- Employ technology, such as HRIS and applicant tracking systems, to
support inclusive hiring.
- Leverage algorithms and tools to reduce subjective opinions and
bias.
- Choose software solutions with hiring dashboards for centralized
data and informed decisions.
8. Track Recruitment Diversity and Inclusion Metrics:
- Implement a hiring dashboard to track demographic data and
diversity metrics.
- Measure progress towards diversity goals and adjust strategies
accordingly.
- Monitor retention rates per group as an indicator of successful
inclusive hiring practices.
9. Create a Culture of Diversity and Inclusion:
- Emphasize the importance of creating a corporate culture based on
diversity and inclusion.
- Focus on long-term efforts to build a workplace where individuals of
all backgrounds feel included.
- Align organizational values with diversity and inclusion initiatives.
4. Leadership role in fostering inclusions:
Leadership plays an essential role in fostering inclusion. By setting the
tone from the top, building inclusive policies and practices, fostering a
culture of belonging, and actively evaluating inclusivity, you can create
an environment where diversity isn't just tolerated but celebrated.
. Barriers to diversity:
Gender Diversity:
- Moderate gender diversity enhances competitiveness.
- Greater gender diversity may reduce organizational performance.
- In Pakistan, gender-oriented inequities persist due to biases favoring
male employees.
Age Diversity:
- Embracing various age groups fosters diverse experiences.
- Trend of professionals working past retirement and young adults
working part-time.
- Discrimination against young workers in Pakistan due to cultural
norms.
Ethnic Diversity:
- Differences in religion, language, and culture contribute to strategic
decision-making.
- Global focus on ethnic diversity, but challenges in implementing
policies persist.
- Violations of ethnic diversity regulations cost companies $112.7
million annually.
Educational Diversity:
- Varied knowledge, skills, and qualifications contribute to
organizational synergy.
- Some organizations may discriminate based on perceived
performance of highly or less educated individuals.
- Educational diversity adds to project and organizational pragmatism.
Leadership Expertise:
- Leadership plays a crucial role in organizational performance.
- Diversity management requires varied leadership styles based on the
Leader-Member Exchange (LMX) theory.
- Effective leadership fosters inclusion, diversity, and sustainable
organizational growth.
Role of Diversity Beliefs:
- Diversity beliefs involve recognizing individual differences and
avoiding imposition of personal opinions.
- Positive diversity beliefs enhance organizational results.
- Perception of diversity management as positive influences
employees' view of the organization.
Conceptual Model:
- Workforce diversity impacts organizational performance.
- Leadership expertise mediates the relationship between diversity and
performance.
- Diversity beliefs moderate the relationship between leadership
expertise and performance.
- Applicable in the services sector and projectized organizations in
Pakistan's major cities.
secondary research:
Secondary Research on Diversity and Inclusion in the Workplace
1. Current Trends in Workplace Diversity:
- Explore recent publications and reports on the evolving trends in
workplace diversity.
- Examine how organizations are adapting to diverse workforce
dynamics globally.
2. Benefits of Diversity and Inclusion:
- Review studies highlighting the tangible and intangible benefits
associated with fostering diversity and inclusion.
- Understand how diverse teams contribute to innovation, problem-
solving, and overall organizational performance.
3. Inclusive Leadership Practices:
- Investigate literature on leadership strategies that promote
inclusivity.
- Identify successful leadership practices that create a culture where
diversity is valued and supported.
4. Challenges and Barriers:
- Examine research on the challenges and barriers organizations face
in implementing effective diversity and inclusion initiatives.
- Analyze factors hindering progress and strategies to overcome them.
5. Impact on Employee Well-being:
- Explore studies linking workplace diversity and inclusion to employee
well-being.
- Understand how a positive and inclusive work environment
contributes to job satisfaction and overall mental health.
6. Case Studies of Successful D&I Programs:
- Investigate case studies of organizations that have successfully
implemented diversity and inclusion programs.
- Identify key components of these programs and the impact on
organizational culture and performance.
7. Global Perspectives on D&I:
- Compare diversity and inclusion practices across different countries
and industries.
- Explore cultural nuances and regional challenges in fostering
inclusivity.
8. Legal and Ethical Considerations:
- Review the legal and ethical aspects associated with diversity and
inclusion in the workplace.
- Explore how organizations navigate compliance and ethical
responsibilities.
9. Metrics and Measurement of D&I:
- Examine methodologies and metrics used to measure the success of
diversity and inclusion initiatives.
- Understand how organizations track progress and adjust strategies
accordingly.
10. Employee Engagement and Retention:
- Investigate the correlation between diversity and inclusion efforts
and employee engagement and retention.
- Identify best practices for creating an inclusive workplace that
fosters loyalty among employees.
references :
- R. Ortlieb and B. Sieben, "The making of inclusion as
structuration: empirical evidence of a multinational
company," Equality, Diversity and Inclusion: An
International Journal, vol. 33, no. 3, pp. 235-248, 2014.
Intro of topic
objectives research
- From LinkedIn article This article was originally
published on the Include-Empower.Com blog. 1
- Diversity Training: Definition, Types & Examples - Qualtrics experience management 2
- 9 Diversity and Inclusion Recruitment Best Practices | Factorial (factorialhr.com) 3.
- Diversity impact on organizational performance: Moderating and mediating role of diversity beliefs and
leadership expertise - PMC (nih.gov) 5.
