2. BRINGING IN THE INCLUSIVENESS
As mentioned before, the successful implementation of a diverse workforce needs to start from outside of the HR department. Employees are the most important part of your diverse workforce and they are the most difficult to convince. By practicing inclusiveness in everyday working life, you are eliminating the fear and the resistance of your people to welcome the new changes that a diverse workforce would bring.
Some easy activities to start with:
3. LEARNING AND DEVELOPMENT
- Showcase and appreciate the current diversity in the organization (both geographical diversity and the diversity of thought)
- Make inclusiveness one part of your brand identity: open to constructive feedback and discussion, involve your employees in decision making and planning.
An effective learning and development program is the right solution to foster the attitude of openness in your organization. However, training and development need to reflect the level of diversity inside the organization and the optimistic goal for its development. The training program itself should be adjusted to the background of attendees and make sure attendees can see the differences in others' thinking and judgments. ===
Thanks for sticking till the end! In the rare scenario that you are interested in what we (the startup whose employee wrote this article) are doing, check out our home page.TL;DR
Our experience in evaluating 50+ training programs shows that they don't lead to behavior change and are, frankly, useless. We provide a personal coach for every employee, in their pockets, to complement learning programs.