Six Unique Ways to Support Diversity and Inclusion in the Workplace


In most workplaces, diversity and inclusion is best approached with a top-down, bottom-up strategy. While it’s imperious that D&I efforts are supported by the CEO and actively engages leaders, one cannot discount the impact of employee involvement. Engaging staff at all levels is the most effective way to reach critical mass and communicate the import of diversity and inclusion. Often employees are eager to join in the course but lack the know-how and confidence to take action. It is vital to let employees know that there are many ways to contribute and support D&I efforts and does not necessarily require expertise in the field.

This article offers some concrete tips that are designed to engage employees at all levels within the organization. For diversity and inclusion consulting practices to be successful, you also need to facilitate an inclusive work culture.

How Employees Can Support Diversity and Inclusion

1.     Know the diversity and inclusion consulting goals and vision of your organization and its connection to the overall business objectives. Commit to the process by understanding how diversity impacts your role, and how your role impacts the success of the diversity initiative.

2.      Participate in employee engagement surveys and respond as openly and honestly as possible. By conducting talent and od Consulting finding an internal champion with whom you can comfortably express concerns and/or elicit advice can be instrumental in supporting your efforts.

3.      Become culturally competent. Take the time to learn about different cultures, races, religions and backgrounds represented by your colleagues. Ask your co-workers to share some of the customs and practices associated with their cultures. Become familiar with diversity-related terms and apologize and ask for help.

4.      Treat people in a way they wish to be treated rather than the way you wish to be treated. Common social activities and sexual harassment at workplace and practices that are comfortable for you may not be comfortable for everyone. Do not tell offensive jokes that may affect those who are different from you — even if they are not present at the time. Most prominently, be respectful always. Diversity and inclusion exists everywhere not just in the office. Take these diversity ethics into your community and your home.

5.      Motivate positive change in the organization. Be a representative for diversity issues that are not necessarily your own. Any organization will find it hard to ignore the powerful voice created when groups representing different diversity dimensions unite.

6.      Building awareness is a first step headed for real change. Teach employees by helping them to understand how individuals are impacted by unconscious bias, and what actions continue to reinforce unconscious bias. One way to create awareness and address unconscious bias is to encourage every employee to review, question and analyze their own personal potential biases and assumptions.

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