How Diversity And Inclusion Drive Employee Engagement
Diversity and Inclusion is more than just HR practices and bias training. A company with a successful D&I strategy that is intertwined in all parts of the organizational practices is able to create a sense of belonging in the workforce that drives forward employee engagement. Employee engagement means the individual's passion towards their craft and their commitment to both the organization and their individual professional goals. It is directly reflected in how your customers or clients see the organization, as well as in how your employees talk about you when they are not at work.
An employee that identifies themselves in the organization’s values is more likely to contribute towards the common goals - and to go beyond the minimum effort. It is one of the reasons that has driven organizations to invest in D&I over the years: inclusion drives forward productivity. People who feel included in an organization feel safer to take risks and be creative, they know that they are valued and thereby are willing to commit to the organization. It shows us just how vital D&I is in creating a healthy organization that retains and develops its workforce.
Now more than ever
Deloitte reported in 2017 that, now more than ever, employees see D&I as a deciding factor in their careers. Up to 39% of the respondents were considering leaving due to lack of inclusion, with the number going up to 53% for millennials. The younger workforce knows what it wants, and isn’t afraid to ask for it. This emphasizes the meaning of inclusion in an organization to a further extent - it is directly connected to the employees’ engagement with the organization.
It is also shown that a diverse and inclusive workforce is not only more prone to stay in the organization - they also put more discretionary effort into their craft. This means that when employees feel valued, respected, and heard, they are more likely to go the extra step to ensure the quality of their work. Whether through Employee Resource Groups or other organized structures, ensure that your employees are invited to participate in creating an organization that looks like them. This includes creating a culture that recognizes individual achievement and rewards it accordingly, but also structural or social factors that contribute to discrimination, inequality, or exclusion.
Beware of Tokenism
One of the biggest pitfalls in D&I is tokenism - doing something for the sake of getting it done, rather than creating meaningful change. It means that to create an inclusive organization that engages employees you might have to review practices and policies from all organizational levels. Making decisions that are based on your unique workforce data ensures that you can represent your employees where they are - and meet their needs for support and development. An engaged organization, one that represents its employees, makes for an engaged workforce.
If you don’t know where to start or want to know more of what D&I can do for your organization, don’t hesitate to contact us or read more about how we can help you.
