Updated: May 6, 2020
Organisational policies can be overlooked and a diversity policy is no exception.
Often times it is viewed as if it were simply a few notes written on a piece of paper.
Very often employees do not recognise the significance of a diversity and inclusion policy.
Organisational policies can be overlooked and a diversity policy is no exception. Often times, they are viewed as if diversity were simply a few notes written on a piece of paper.
Very often employees do not recognise the significance of a diversity and inclusion policy, and do not see diversity and inclusion as an actionable business requirement.
Often this is a result of the organisational failure to support the policy with concrete procedures, processes and whole organisation learning and development around inclusion.
Diversity is important to the success of business, and as such, should be more than a statement which seeks to show that an organisation is compliant with the laws.
Diversity as a theme
Diversity should be embedded into business practice, at all levels, from the Boardroom to the storeroom.
Diversity must be incorporated into your business and should be a theme across all of the following areas:
Talent and recruitment
Training and development
Product and service design
Having a diversity policy is not enough
There are several other areas of a business where diversity can be incorporated into your business practice.
To ensure that your business is seen to be serious about diversity and inclusion, a mere statement will not suffice. In today's technologically forward society, the lens on organisational diversity practices is a wide one.
Are you confident in your answers to the following questions or could you be doing much more?
Does your staff celebrate your business on social media in relation to diversity?
Are your order books made up a diverse range of clients, both locally and on an international level?
How often do your leadership and management teams embark on diversity updates and training seminars?