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Tag: diversity and inclusion

  • How To Create A Supportive And Inclusive Work Environment For Mental Health

    How To Create A Supportive And Inclusive Work Environment For Mental Health

    “Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.” – Josh Bersin.

    Modern time demands diversity and inclusion to remain central to what an organisation does. The world knows creating a supportive and inclusive work environment starts from the top. But most importantly, the process begins with an in-depth understanding of the importance of employee well-being.

    A Forbes article says, “Mental health and diversity and inclusion (D&I) are closely connected.” Therefore, fostering an inclusive and supportive work environment is crucial to ensure the good mental health of your people. So, let’s get into further details and unveil what can be done to support employees.

    Link Between Inclusion & Mental Well-being

    Inclusion and mental well-being are strongly linked, and promoting inclusion can have a positive impact on individuals’ mental health.

    • Inclusive workplaces promote higher employee well-being.

    • Employees with good mental health are more inclusive.

    • Inclusive workplaces enable connection with others.

    • Inclusive workplaces support work-life balance.

    • Inclusive workplaces support a positive self-image.

    • Well-planned mental well-being initiatives recognise diversity in the needs of employees.

    • Diversity and inclusion programs recognise mental health and well-being as diversity issues.

    Mental Health & Inclusion: How Can Companies Build a Supportive Environment for Workforce

    #1. Understand Mental Health

    The first step toward creating an organisational culture that supports employees’ mental health is overcoming the stigma. People often don’t discuss their mental health as freely as they discuss other ailments.

    Organisational leaders have the power to break the stigma. To ease the process, the primary focus is to understand the term mental health and the issues that lead to disturbed mental states. It can begin with reading scholarly articles, surfing online resources, and talking to mental health counselors.​

    #2. Increase Awareness

    If you have people shying away from talking about their mental issues, trust us, you don’t have a healthy organisational culture. The need is to educate the workforce and help them manage their mental well-being without fearing ridicule.

    Hiring managers and managers must be trained to handle sensitive issues. The next duty is to direct employees to the best resources to help them fight mental health concerns. Therefore, offering solid training to the leaders on inclusion is crucial.​

    #3. Recognise the Needs of Different Employees

    Devising a well-being program isn’t enough if it lacks accessibility. The focus must be on language, literacy, religion, culture, age, and health status. Additionally, consider the presence of diverse talent within the organisation before designing a well-being program. This will help you in making it accessible to all employees.

    A well-devised program helps in promoting inclusion and a healthy organisational culture.​

    #4. Evaluate the current situation

    Keep a check on the current situation and identify the areas that need improvement. Then, at the next stage, create an action plan and measure the progress.

    The best way to understand the state of employees’ well-being and satisfaction is by conducting company-wide engagement surveys. This will help you strategise and identify appropriate actions to build a happier, healthier, and more productive workforce.

    Did you read it? What is Diversity & Inclusion in the Workplace, and Why is it Important?​

    #5. Track Engagement

    Continuously monitor your organisational culture and gather insights on employee mood, morale, and engagement. For better results, conduct a survey and measure aspects such as the kind of employee energy inside the company, employee engagement level, mood and morale of employees, and changes in company culture.

    The benefit of tracking engagement is developing an environment focused on employee well-being and mental health.​

    #6. Reduce Work Stress

    Employees who are distracted by another taxing task or carry a huge workload tend to feel depressed. Oppositely, people with low work stress can deliver higher levels of productivity. But unfortunately, today’s workforce sees a workplace as a source of anxiety and stress.

    The aim should be to reduce the workload levels and promote inclusion to protect employees’ self-esteem and self-worth.​

    #7. Make Language Adjustments

    The choice of words can soothe or trigger a situation. In other words, your chosen words can build a stigma around mental health or break it up. The crux is to make use of inclusive language. There are a few changes you can make to your language.

    • Use person-first language so the person is not defined by their mental state.

    • Refrain from using inappropriate language.

    • Avoid using certain words that can hurt someone deeply.

    • Be supportive and empathise.

    Final Words

    If a company fails to prevent its employees’ mental health from deteriorating, it can have serious consequences. And these after-effects will impact both individuals and the organisation as a whole. The worse that can follow is poor physical health and a sharp decline in their performance and productivity.

    In the words of Howard Schultz, former CEO of Starbucks, “A company’s most valuable asset is its people. When we take care of our employees, they take care of our customers, and that leads to growth and success.”

    An undeniable statement, indeed, that empowers you to start your journey of creating a supportive and inclusive work environment.

    FAQs

    1. How do you create a positive mental health environment?

    Creating a positive mental health environment is not a single person’s task, but it takes a lot of effort. Here are a few tips to help foster an environment supporting mental health.

    • Train supervisors and managers.

    • Introduce support-focused performance management.

    • Ensure the availability of resources to the team.

    • Have open and human-centric conversations with the team.

    • Offer learning opportunities to shape the employee experience.

    • Practice and model good boundaries.

    2. How can I be inclusive of mental health?

    To be inclusive in mental health, you must:

    • Always keep in mind that an employee is a person first.

    • Check-in with your employee timely.

    • Show them that you care and understand.

    • Have regular conversations with the employees about mental health.

    • Convey a message of diversity and inclusion.

  • Diversity And Inclusion In HR: Current Trends And Future Directions

    Diversity and inclusion in the workplace are no longer ‘nice to have’ components of an organisation. Veritably, D&I has become the ‘must have’ part of businesses worldwide. As a result, promoting workplace diversity and inclusion ranks among the top HR functions.

    Why is that?

    Deloitte research says Diversity + inclusion = better business outcomes. Simply put, diversity and inclusion are better together and aren’t enough without each other. As a result, more companies are taking affirmative steps toward diversity and inclusion. Altogether, it leads to creating inclusive workspaces where employees feel appreciated, regardless of their diversity. Nonetheless, times change and the newest trends redefine diversity and inclusion yearly. So let us look at the current trends and future directions that rule the current year.

    Current Diversity & Inclusion Trends

    #1. Remote work

    Most remote workers confirmed they are more productive when working from home. Fortunately, remote work holds the capacity to harness the essence of diversity. Organisations can hire top talent without geographical obstacles, making them more inclusive and diverse. In other words, breaking the chains of geography lets companies build teams as varied as their customer base.

    Admittedly, the work-from-home trend is here to stay for a long time and remains part of businesses’ diversity and inclusion practices.

    ALSO READ: 5 Ways to Cultivate Inclusion in Your Organization​

    #2. Cross-generational workforce

    The current workforce consists of people coming from five different generations.

    • The Silent Generation (born between 1928-45)

    • The Baby Boomers (born between 1946-64)

    • Generation X (born between 1965-1980)

    • Millennials or Generation Y (born between 1981-96)

    • The newest generation, Generation Z (born in and after 1997)

    People from different generations bring different experiences, values, and skill sets to the organisation. Moreover, the recruiting strategy of any present-day employer is to hire people from distinct backgrounds, resulting in workplace diversity.​

    #3. Supporting gender identity

    Globally, organisations are trying to open new frontiers to expand inclusion policies. For example, some have gone further by giving people access to gender-neutral restrooms and health benefits for transitioning individuals.

    It is easier for diverse companies to achieve their organisational goals because they involve an equal ratio of men and women, including transgender people.

    RELATED READ: Cornerstone Global Partners Singapore Adopts 8 Tripartite Standards

    #4. Unconscious bias training

    While people love being authentic at work, which makes them more confident & happier, a few experience bias. Employees who try to be authentic are sometimes not treated with dignity and respect. However, diversity and inclusion lead to the implementation of unconscious bias training. As a result, the training helps ensure that all employees receive training and treat each other respectfully.​

    #5. Structural change

    With D&I becoming a part of HR functions, organisations must gear up for some pervasive changes. To support transformation, business leaders must keep a check on any discrimination and take necessary actions to make the workplace safe for everyone.​

    #6. Use of AI-powered tools

    The need to source many candidates and hire top talent always remains high. But on the other hand, employees also evaluate potential employers based on workplace diversity. With AI-powered tools, employees can reduce bias in the selection process and thus make the workplace diverse and inclusive.

    RELATED READ: An Era of Smart Recruitment with Technology​

    Diversity & Inclusion in HR: Future Directions

    The “on-trend” function of HR is to work on making the workplace diverse and inclusive. Furthermore, it is estimated that the trend won’t decrease as more organizations embrace diversity and inclusion.

    A global survey by Intel interviewed 3,136 business leaders across 17 countries. Of the total respondents, 63% said that the pandemic positively impacted D&I in their organisation. Since then, organisations have only seen an upward trend in sustaining D&I efforts. So, what is going to be different in the times ahead?

    #1. Creation of a more regulated workplace

    Having a diverse workforce won’t do the work alone and requires the attention of regulatory bodies accordingly. Simply put, a fundamental change in organisations and communities would come only after the regulatory mandates are made.

    #2. Implementation of DEI strategy

    Organisations must form a business strategy to check the hidden factors impacting the process. Creating a D&I culture can happen only if you focus on building a DEI strategy rather than hiring diverse candidates. Over time, the world will see a growing momentum for devising DEI strategy.

    #3. Re-engineering employee experience

    In today’s workforce, employees wield significant influence over brands and enjoy more options for employment than ever before. Organizations are increasingly realizing that fostering diversity and inclusion not only enhances individuals’ sense of belonging, but also promotes fairness for all. As a result, prioritizing diversity and inclusion should not be seen as a mere formality for organizations, but rather as a fundamental aspect ingrained in an organization’s core values, as it aligns with the principles of doing what is right.

    Winding Up

    As financial gains are becoming a regular part of companies with a strong D&I program, it requires a change in corporate culture. It should be reiterated that implementing D&I practices is not just a publicity stunt and can backfire if left unplanned. The point is organisations must not become mere trend followers but should adopt a proactive approach to integrate D&I into the company culture.

    Let us end this by noting that a diverse and inclusive work culture makes happy employees. And, organisations with happy employees can attain great retention rate as well as attract top talent.

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    FAQs

    1. What are the future HR trends in HRM?

    The future HR trends in HRM are:

    • Setting an employee-centric flexible work model including a mix of in-office and remote work.

    • “Human” leadership

    • Metaverse workplace offering virtual reality environments

    • Change management

    • People analytics

    • The transition from employee well-being to a healthy organisation

    • Diversity, equity, and inclusion

    2. What is diversity and inclusion in HR?

    Diversity & Inclusion (D&I) is more than just policies and deals with qualities, experiences, and work styles that make individuals unique. The basis includes age, religion, and ethnicity. It is a function of an organisation and a subfunction within the HR function.

    3. How do diversity and inclusion affect HR?

    A diverse and inclusive workplace makes everyone feel involved and supported in all workplace areas, irrespective of who they are or where they come from. Diversity and inclusion affect human resources functions and how the HR department interacts with the staff. Moreover, managing a diverse team can sometimes become complicated and places much responsibility on HR.

  • How To Combat Ageism In The Workplace?

    How To Combat Ageism In The Workplace?

    Even if you are at the peak of your career, finding a new job can be daunting, but it can seem even more daunting if you factor in age. The good news is that you’re not alone – ageism can happen to anyone of any age and at any stage of your career.

    Maybe your resume reads perfectly, but when you enter the office, the hiring manager sees you as “too young” to oversee a team or “too old” to be a team player. No matter which way the ageism you experience swings, it’s upsetting.

    What does ageism (age discrimination) mean? How can it be prevented at the workplace?

    According to the World Health Organisation (WHO), Ageism refers to “the stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or oneself based on age.”

    Despite its prevalence, ageism is counted among the unmentioned, or say the least-discussed, grounds of discrimination in the workplace. Although it is against the law to discriminate based on age, it’s pervasive and institutionalised.

    A research report, Experience Matters: Ageism & Work, surveyed over 700 working professionals. The survey’s findings are:

    • 60% of respondents confirmed they encountered ageism in their professional journey.
    • Out of the 60% of respondents, 75% experienced it in their job search.

    Fortunately, there are numerous valuable ways to combat ageism in the workplace. So get ready to take matters into your own hands and make your workplace ageism-free.

    #1. Prevent accidental discrimination during the hiring

    It all starts from the first step – hiring. Make sure you monitor your hiring process and check for discrimination in the hiring process. The following aspects can help you:

    • Avoid using discriminatory language in your job posts.
    • Avoid asking age-related questions during interviews.
    • Avoid the idea of not hiring an older person.

    #2. Don’t be manipulative or calculative

    Approaching layoffs based on age or pay is a bad idea. Unarguably, an experienced employee will always get a higher income than others because of accumulated years of experience. Therefore, targeting pay as the reason for layoffs will damage employee morale and productivity.

    Organisations and their hiring managers should refrain from pushing experienced workers to exit of their own volition. Avoid being manipulative by excluding them from important meetings or finding faults with their work.​

    #3. Offer mentorship & training

    Host training sessions and accommodate everyone, irrespective of age, to get one step closer to an ageism-free workplace. Over and above that, ensure orientation programs for new hires and leadership training for managers. Again, the aim is to minimise age-related discrimination and treat everyone equally.

    Get your seasoned employees involved in training the organisation’s young minds to make things more favorable. This will add to their job role and their worth for the organisation.​

    #4. Have policies and enforce them

    Put policies in place and ensure their implementation. Unarguably, it is not enough to just have policies. Their enforcement is equally vital to eliminate ageism. You must inform everyone in the organisation— especially new hires. The policy must set out the non-tolerance of discrimination based on age.

    Include seniors, managers, and HR personnel for enforcing policies effectively. And when employees witness senior-level workforce practicing what they preach, policies are implemented successfully.​

    #5. Engage in dialogue with employees 

    Give your employees an environment that supports open conversations and lets them discuss their issues. Cultivate open lines of communication to combat age discrimination by breaking generational gaps. Additionally, this will help you acknowledge the myths and internalised stereotypes and decide on a collective action to end discrimination.

    For organisations across the globe, tapping the potential of all employees, irrespective of age, always bears fruit. Therefore, encouraging healthy personal and professional conversations will help create a world for all ages.

    Related post: Cornerstone Global Partners Singapore Adopts 8 Tripartite Standard

    (Supporting our commitment to foster a conducive, progressive and healthy workplace for our staff)​

    #6. Employ multi-generational workforce

    Aim to build a culture of diversity and inclusion to drive business growth. Simply put, employing multi-generational professionals will make cross-generational learning a part of your company’s culture. Experienced employees can impart their years of knowledge to the younger minds and receive tech knowledge from them.

    Once you succeed at it, nothing can stop your organisation from becoming an ageism-free entity. The only key is to keep sticking to the idea of valuing mature employees and not discriminating against them.​

    #7. Devise flexible rules for retirement

    The corporate world has a notion about the age that considers a person ready for retirement who is older. However, forcing someone directly or indirectly not to take up a particular job or quit isn’t ethical. In fact, you should be more open to hiring or retaining physically fit and enthusiastic professionals to work.

    Your organisation must have flexible retirement plans and offer opportunities to all (whether they are 20 years of age or 60!). Make room for open conversation and ask your veteran employees when and how they wish to retire.​

    Knock Ageism down – Talent is Ageless!

    The term is built on certain myths and stereotypes. However, being proactive and creating a work environment that ignores generational differences will positively impact acquisition, retention, growth, and innovation.

    It must start from the top, and the organisational leaders must take a clear stance against ageism. And then, it must flow down and include every organisation member because collective efforts can bring holistic success.

    During a talent shortage, you can tap into this talent pool or older candidates who can bring experience and skills to your organisation. If you’re currently finding it difficult to hire, this is the perfect opportunity to tap a talent pool that’s too often overlooked.

    Need a recruitment agency? Work with CGP today!

    Are you seeking candidates to fill vacancies within your organisation? Cornerstone Global Partners (CGP) Singapore can help you find them.

    At Cornerstone Global Partners Singapore, all our consultants are specialized in their field of industry or function. We will always strive to build a trustful relationship, along with an ownership mentality. Do not simply take our word for it, do connect with us, and put us to the test.​

    FAQs

    How can we prevent age discrimination?

    To combat ageism, organisational leaders have a crucial role to play, and they must start with it so that others can follow. The first step is to identify age-related discrimination happening at the hiring stage and prevent it. Other ways can be by offering training to employees and making them learn the importance of combatting ageism. Additionally, employees must have enough room to talk openly about the issue with the management. Organisations should also be open to employing a multi-generational workforce and must have flexible employee retirement plans.

    What are the sources of ageism?

    Causes of ageism in the workplace are:

    • Assumptions and stereotypes about older workers
    • Organisational structure & hierarchy
    • HR policies
    • Company size

    Why does age discrimination happen?

    Age discrimination happens mainly due to the stereotypes and assumptions built around older workers. Moreover, organisations consider employees over 60 ready for retirement, leading to ageism. Besides, if the HR policies don’t support the stance of mature workers, there are high chances of growing age-related discrimination.

    What is age discrimination?

    Age discrimination is when a person is treated differently, usually less favourably, based on age. It is unlawful in any phase of employment— job postings, job descriptions, interviews, hiring, job assignments, performance management, promotion, demotion, training, and layoffs.

  • 5 Ways To Cultivate Inclusion In Your Organization

    5 Ways To Cultivate Inclusion In Your Organization

    When you think of inclusion at work, what ideas come to your mind? And, what does it mean to be inclusive?

    Well! Inclusion cannot be zeroed down to activities such as having a women’s group or attending corporate events or birthday parties together. Inclusion is providing everyone with equal access to opportunities and resources.

    So, what can organisations do to identify inclusion and how to cultivate inclusivity in the workplace?

    Bernardo M. Ferdman and Barbara R. Deane, in their book- Diversity at Work, define inclusion efforts as:

    ​

    “Creating, fostering, and sustaining practices and conditions that encourage and allow each of us to be fully ourselves -with our differences from and similarities to those around us – as we work together.”

    Let’s have an in-depth understanding of inclusivity.

    What is an Inclusive Workplace?

    An inclusive workplace is a work environment that makes every employee feel valued and acknowledged while celebrating everyone’s individuality and differences. An inclusive workplace is also characterised by recognising how individual differences contribute to business objectives and the organisation’s culture. Organisations that cultivate inclusion offer fair treatment and equal opportunities to all their employees.

    Inclusion in the workplace may look like,

    • Educating leaders

    • Fostering community

    • Celebrating employee differences

    • Listening to employees

    • Providing anti-bias training

    • Holding effective meetings

    • Communicating goals & measuring progress

    Why is Inclusion Important in the Workplace?

    Undoubtedly, inclusion is an essential element of any workplace that helps employers make their staff feel valued. There are numerous pieces of evidence to prove organisations that cultivate inclusion attract and retain a diverse talent pool. Employees that feel they will be treated fairly irrespective of gender, race, sexual orientation, or age are more likely to:

    • Stay motivated to go to work,

    • Take pride in their role in the organisation,

    • And, continue working with the organisation for a long time.

    5 Ways to Cultivate Inclusion in your Organisation

    Organisations that cultivate inclusive culture make the workplace cooperative, open, fair, and collaborative. Here are five strategies we recommend to cultivate an inclusive environment.

    1. Educate Leaders & Managers

    Your organisation’s leaders and managers are instrumental in nurturing an inclusive environment. Frontline employees often bridge the gap between employees and management. Therefore, it becomes necessary for them to learn that they have a role to play to cultivate inclusion in organisation.

    Roll out mandatory training for people at the managerial level and start with the basics of inclusion. Subsequently, you can form small groups to discuss strategies to make the workplace holistically inclusive.

    RELATED READ: How to support & promote Diversity & Inclusion at work?

    2. Form an Inclusion Council

    To cultivate an inclusive culture effectively, consider forming an inclusion council. The council should only comprise the organisation’s members that enjoy authority and are one or two levels below the CEO. The members must advocate for inclusiveness and discuss with the top management when necessary.

    The councils should set hiring goals, acquire & retain a diverse workforce, and address employees’ concerns. Therefore, the panel should be diverse, with members from different ethnicities, genders, physical abilities, business functions, and locations. Furthermore, make sure the members know about the company’s diversity strategy and the importance of letting everyone’s voice be heard.

    3. Celebrate Individual Differences

    By celebrating employee differences, you are treading a path leading to a positive employee experience & better retention rate. Plan to bring a transformation across your organisation and how to connect your people to the business.

    Respect every employee’s background and traditions while encouraging them to practice their culture.

    Here are a few ways to promote inclusiveness at your workplace:

    • Hold potluck parties with employees bringing food showcasing their culture.

    • Celebrate significant days in every community.

    • Ensure employees of different races and cultures are heard and given equal opportunities to present their views.

    • Have meditation or prayer rooms for people from different religions.

    4. Listen to Employees

    Make sure no employee of your organisation is left unheard. Allow them to voice their opinions, beliefs, and feedback because every employee matters. Start connecting and be real with them. Chances are you will get the same in return.

    For instance, rather than assuming someone’s sexual orientation, you can ask them about their partners. This will allow them to open up, if done right, about their personal lives.

    smart goal

    5. Communicate Goals

    Establish and communicate SMART goals to cultivate inclusion in organisation. Before investing your time and efforts, benchmark your culture.

    • First, gain an insight into your organisation’s recruiting processes and combine it with a workforce survey and other relevant data.

    • Second, look for any discrepancies around the concept of inclusiveness in your organisation. Then, bring strategies into action and measure the results.

    • The next step should be to identify inclusion goals and their needs.

    • Finally, the most critical aspect is to measure the impact of inclusiveness on the organisation.

    Final Thoughts

    The corporate world is still a baby boomer when we talk about inclusiveness at work. But one thing is very prominent here: an individual cannot change the scenario. So the whole organisation has to stay united to cultivate inclusive culture.

    Your endgame isn’t just recruiting because your organisation belongs to the present-day. Don’t rush into things and take it one at a time because the process to cultivate an inclusive environment cannot happen overnight.

    ALSO READ:

    FAQs

    1. What are the five principles of an inclusive leader?

    An organisation’s leaders have a crucial role in making the workplace inclusive. There are a few traits or principles that an inclusive leader must follow. They are as follows:

    • They lead with equality: Leaders must integrate equality into everything they do to cultivate an inclusive environment.

    • They are humble: An inclusive leader must always stay humble to perform effectively.

    • They are aware of bias: An efficient inclusive leader is always aware of discrimination and works to mitigate it.

    • They are attentive to cultures: Another principle of an inclusive leader is they pay attention to the value of different cultures and respect them.

    • They collaborate effectively: Inclusive leaders focus on supporting others and team collaboration.

    2. How can organisations improve inclusion?

    There are many ways that organisations can use to improve inclusion. Some of them are:

    • Be aware of unconscious bias

    • Promote pay equity

    • Develop a training program

    • Acknowledge different cultures and respect them

    • Celebrate employee differences

    • Listen to employees

    • Communication inclusion goals across all levels

    3. What does cultivating inclusion mean?

    Cultivating inclusion means creating a work environment where everyone is equally respected and empowered to contribute. The four key inclusion features are present, participating, achieving, and supported.

  • What Is Diversity & Inclusion In The Workplace, And Why Is It Important?

    What Is Diversity & Inclusion In The Workplace, And Why Is It Important?

    ​Diversity is a way of life, and we know intuitively that it matters. Many studies have showcased and proved the benefits a diverse workforce can bring to organisations, and the meteoric rise of conversations around the concept further confirms it.

    Amidst the rising importance of workplace diversity, social media showcases some discussions around racial injustice, systemic racism, and biases. These conversations keep reintroducing millennials to the importance of racial diversity in the workplace – a term that constitutes the largest chunk of the term diversity.

    ​ Today, workplace diversity & inclusion (D&I) goes beyond the dialogue of gender, race, and ethnicity and is more than policies, programs, or headcounts.

    According to a survey done by Glassdoor, 67% of job seekers consider workplace diversity as an important factor when considering employment opportunities, and more than 50% of current employees want their workplace to do more to increase diversity.​

    What is Racial Diversity?

    “Racial diversity is the acknowledgment and celebration of differences between racial groups. Diversity recognizes and values differences within and between racial identities, noting the intersectionality of many groups, including ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values.” – Howard University School of Law Library.

    In simpler terms, racial diversity in the workplace refers to the range of similarities and differences individuals possess that make them unique. It enriches the work culture and enables employers to access a wider pool of talented professionals.​

    Importance of Racial Diversity in the Workplace

    The definition of a workplace being nothing more than a place where a person comes and works from nine to six is obsolete. Present-day employees want to work in an inclusive place where they are accepted irrespective of their racial identities and racial groups. When an organisation brings people together from all walks of life, it’s amazing what can be accomplished.

    Importance of Racial Diversity in the Workplace
    Great Place to Work Institute defines a diverse and inclusive workplace as one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all work areas. The “all areas” part is important.

    Nowadays, organisations promote racial diversity and let people know they acknowledge the concept through social media platforms.

    With diversity and inclusion gradually becoming an integral part of recruitment practices, employers have started focusing more on hiring a diverse workforce.

    Various factors contribute to letting recruiters incorporate diversity & inclusion into the workplace.​

    How to support & promote Diversity & Inclusion at work?

    #1. Bring Leaders to the Forefront

    Promoting diversity & inclusion is a complex issue as organisations have to deal with deep-seated beliefs and implicit & explicit biases present in the workplace culture. Notwithstanding, when leaders drive change, it doesn’t solely revolve around impacting employee attitude. In fact, it involves self-reflection as leaders must first identify and understand their own feelings towards a racially diverse workforce and what they will face working with them. This will help them assess their leadership style and create opportunities to promote diversity.

    You can, for instance, ask them to be a spokesperson for overcoming racial discrimination or mentor racial groups within the organisation. Alternatively, you can also show them the benefits of having a diverse workforce.​

    #2. Offer Feedback Channel

    In her book Diversity in the Workplace, Bärí A. Williams presents numerous interviews with business leaders on how to battle unconscious bias and provides examples of successes that were lifted up by diversity.

    This success, in real life, can only come if we start being vocal about race in the workplace. To speak up, you should first acknowledge that talking about race can bring awkwardness, and you must validate others’ feelings to remove their discomfort. Be open to hearing and learning from others’ experiences. Listen more to others and be genuinely interested in creating a better workplace for everyone.​

    #3. Revisit the Hiring Practices

    HR teams must closely check the recruitment process and see how they can make their organisation completely inclusive. Recruiters must be open to receiving applications from candidates belonging to different races. Additionally, the hiring panel must also comprise interviewers from different racial groups, which will prevent bias from happening during job interviews.

    Even the job descriptions should seem to welcome racial diversity and must avoid using phrases related to race. Such recruitment practices will help you have a more racially-diverse workforce.

    tipartite standards

    Recognised for Our Progressive Employment Practices

    At CGP Singapore, we have recently adopted Tripartite Standards that comprise a set of verifiable, actionable employment practices in a specific area of employment that employers can publicly commit to adopt and implement at their workplaces.​

    #4. Conduct Training

    Racial equity is an underrated term, but it contains a deep-rooted meaning. By promoting and creating employee training programs, organisations can boost racial diversity within the work environment. Present work cultures make it imperative to invest in training people across the organisation to promote racial diversity.

    According to reports, a 1% improvement in racial diversity similarities between upper and lower management boosts company efficiency by $729 to $1590 per year per employee.

    There must be some upskilling at the employee and organisational level to prepare them for racial equity and racial diversity.​

    #5. Formulate & Implement an Anti-discrimination Policy

    An anti-discrimination policy must firmly establish that discrimination is not tolerated in the company. The policy must set out clear expectations and desired behavior in the workplace. Besides, there should be a defined complaint procedure to make it easy for employees to raise their concerns that can be further investigated.

    Doing this brings inclusion to the organisation and creates a work environment that compliments racial diversity.​

    An Insight into Racial Diversity in Singapore

    Singapore is among the most innovative and prosperous hubs in the world, with a high concentration of immigrants. Singapore achieved independence in 1965, and its founding fathers instituted measures to promote racial and ethnic unity.

    This South-East Asian island nation is popular for its technology-ready aspects and being multicultural, with a mix of people of Chinese, Malay, and Indian descent. The population consists of different religious faith groups, including Buddhists, Christians, Muslims, and Hindus. Singapore’s ethnic and religious diversity has resulted in relative racial harmony in society and the corporate world. Moreover, it has set an example for other nations to learn.​

    Conclusion

    Racial diversity in the workplace is pivotal for both parties– employers & employees. According to a report, racially and ethically diverse companies perform better financially. Such companies are 35% more likely to outperform their respective national industry medians’ financial returns.

    And the statistic that proves why racial diversity is an important aspect for employees is:

    As per the Deloitte report, 83% of Millennials actively engage in work when companies foster a more inclusive work environment.

    A racially diverse environment fosters progressive change and collaborative team works, and the organisation should head in the right direction. Not as a way to match what society asks but because it brings ample benefits and the way it impacts the environment.

    FAQs

    1. What are the different types of diversity in the workplace?

    There are 4 types of diversity in the workplace, which include:

    1. Internal diversity: Internal diversity refers to situations that a person is born into. In other words, these things are the ones that a person doesn’t choose for himself and are impossible to change. The examples are race, ethnicity, age, national origin, cultural identity, gender, and physical ability.

    2. External diversity: This refers to the characteristics that other people and surroundings heavily influence. However, a person can change these aspects.

    3. Organisational diversity: Organisational diversity refers to the differences between people assigned to them within a workplace and distinguishes one employee from another.

    4. Worldview diversity: Worldview diversity changes with time and includes internal, external, and organisational characteristics.

    2. Is racial diversity important in the workplace?

    Yes. Racial diversity is important in the workplace as it boosts employee engagement and productivity. It makes the workplace comfortable for everyone across the organisation.

    3.  What are the three ways to handle diversity?

    The three best ways to handle diversity are:

    1. Highlighting personal uniqueness and appreciating individual differences.

    2. Developing policies adhering to company goals that are accessible for everyone to review & understand.

    3. Continuing to evolve with employers, understanding changes, adjusting existing policies, and working on new diversity and challenges.