The problem of diversity should have been solved by now, but, sadly, it has not been. People still face workplace discrimination, harassment and other problems. To become a modern, innovative and socially responsible organization, that organization needs to be diverse and inclusive. There are no other options.
When talking about discrimination, it’s important to note that most of us think about the stereotypical racist or 50s style sexist who looks down on other people. However, that image has become rarer in today’s workplaces. Most of the time, the bias is not conscious, it is unconscious. We don’t consciously think that we prefer a man over a woman, for instance, but our unconscious bias may come into play. A good example was an experiment done with orchestras. When the hiring process was done using screens, so that the recruiters could only hear the playing, but could not see who was playing, increased the hiring of women and minorities significantly, because it prevented the bias. The truth is that most people don’t want to discriminate, but lack awareness and don’t see how their own prejudices may affect their decision.
The first step to eliminate or reduce bias is to make the commitment. Many people view diversity as a checklist or just like another irrational requirement. This attitude means that the measures done to increase diversity will be purely cosmetic.
An organization needs to commit to diversity from the highest level. The leaders of the company need to set an example and show a clear idea that diversity is respected in their organization and that it is taken seriously. This means that the management needs to express their views on diversity, participate in diversity-related workshops or events, promote diversity-related initiatives and address any problems related to it head on.
It is important for managers, as well as for recruiters, to make a conscious effort to identify their bias. If they are aware of it, they can do more to overcome it and ensure a fair recruiting process. Measures can be taken to reduce the bias, for example, to have the recruiter read the CV or examine the candidate’s information without knowing their name or gender, if possible. Other measures, depending on the company’s profile and specifics could be implemented.
It is also important to increase the awareness of diversity and its importance, as well as make sure to include different people in the work and in the teams. Diversity can encourage new points of view and promote a more creative and innovative environment. In general, diversity can be encouraged and should be encouraged, so it’s important that the organization commits to promoting it.
If you would like to see how you can make your organization more diverse, you can look for business coaching to help you. We invite you to visit our site http://www.abundancecoaching.com/ and to book a consultation or coaching sessions to see how you can make your organization more inclusive. We offer our services in Sydney, Australia.
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