Promoting diversity and inclusion in the workplace

As the workforce grows increasingly multicultural and multigenerational, it's more important than ever for companies to promote a diverse and inclusive professional environment. While research has shown that companies that endorse diversity and inclusion have a significant competitive advantage, other research findings indicate that, across organizations, many employees report a lack of diversity in leadership positions.¹ In this post, we discuss the benefits of diversity in the workplace, strategies for enhancing diversity, the role leaders play in these efforts and more.

Diversity and inclusivity

Diversity

Diversity flourishes in the workplace when companies hire people from different backgrounds with respect to race, gender, age, sexual orientation, disability status or socioeconomic status. A more diverse workforce allows for a broader range of experiences and perspectives to be leveraged in business operations and decision-making.

Inclusivity

An inclusive workplace gives people the space to show up as themselves and the confidence that their contributions matter. Inclusive practices ensure that everyone feels genuinely welcomed, respected and supported in the workplace, regardless of their identity.

Benefits of a diverse workforce

Organizational commitment to diversity and inclusion practices helps ensure that employees feel comfortable bringing their unique ideas, perspectives and experiences to the table. As a result, companies that prioritize inclusion tend to be more innovative, and enhanced innovation can in turn contribute to financial gains and improvements in job performance.²

Inclusive practices can also support employee retention and engagement. Research indicates that 91% of employees who feel they belong are engaged in their work, compared to 20% of those who feel their differences are not respected or valued.² By promoting workplace diversity and inclusion, innovation and creativity can flourish, leading to better business outcomes such as increased revenue, heightened employee engagement and higher retention rates.

While research findings on these benefits make a strong case on their own, it’s essential to recognize that supporting diversity is an ethically sound business practice. A more inclusive culture can lead to enhanced employee satisfaction and improved performance outcomes while ultimately helping build a better business world characterized by respect.

Key challenges to overcome

Despite the clear benefits of promoting diversity and inclusivity in the workplace, barriers can prevent these ethical business practices from becoming commonplace. For example, people with disabilities, older workers and LGBTQ employees are disproportionately likely to experience discrimination at some point during their careers, while Black professionals and women are still drastically underrepresented in leadership roles.³

A range of factors, including unconscious bias, resistance to change and a lack of awareness, can make it difficult for inclusivity to thrive in a workplace. Unconscious bias involves unknowingly making snap judgments based on personal attributes (e.g., another person’s race or gender), resulting in unfair and discriminatory treatment.⁴ Biases affect everyone, but they can be addressed by incorporating comprehensive solutions that raise awareness of workplace disparities.

Strategies for cultivating inclusion

A more inclusive company culture starts at the foundation. Managers and leaders need to take an active role in promoting diversity and inclusion, especially when faced with resistance to change.

While some hesitation to new ideas is natural, it's essential to approach these strategies with empathy, open dialogue and clear, data-driven insights to pave the way for a more inclusive, respectful and forward-thinking workplace culture.

Managers can mitigate discrimination and foster inclusivity by promoting these workplace diversity strategies:

• Offer sensitivity or implicit bias training for all employees
• Utilize blind resume screening tools and standardize evaluation criteria to avoid bias in the hiring and training process³ 
• Conduct regular audits of company policies and practices to ensure they promote inclusivity
• Develop and promote professional mentorship programs for underrepresented employees
• Uphold anti-discrimination laws to protect your employees, such as the Civil Rights Act of 1964, the Equal Pay Act of 1963 and the Age Discrimination in Employment Act of 1967⁵

Leadership’s role

When leadership models the importance of business ethics, it encourages the rest of the company to follow suit with diversity initiatives. For employers to effectively communicate the importance of diversity, it's important to set clear expectations and implement a strategy for increasing representation, eliminating bias and cultivating a more inclusive work environment.

Leadership can play an active role in promoting diversity and inclusion by providing regular training on inclusivity and cultural competency for day-to-day managers. Additionally, employers can work to further diversity by promoting existing diversity-focused initiatives or creating new plans to promote diversity and foster inclusivity intentionally within the workplace.

Measuring and sustaining progress

Without data, it’s difficult to assess the progress of diversity and inclusion efforts. Measuring key HR metrics like retention, promotions and engagement helps identify gaps in representation. Tracking this progress can reduce compliance risks, drive long-term retention and enable data-driven decision-making that maintains the momentum of diversity-related initiatives.⁶

Key performance indicators (KPIs) of diversity and inclusion efforts might include the following:⁶

• Representation across all job levels
• Pay equity
• Promotion and retention rates by demographic
• Employee Resource Group (ERG) participation

Regularly sharing these outcomes enhances transparency and accountability and helps leadership to recognize and celebrate milestones on the journey to cultivating a more inclusive workplace. Metrics can highlight opportunities for recognition and appreciation that might otherwise go unnoticed, from spotlighting change-making leaders and promoting the work of allies to hosting cultural heritage events.

Case studies and success stories

Whether your company is looking to implement new diversity and inclusion initiatives or enhance existing ones, you can look to real-world examples of organizations that are committed to closing wage gaps, increasing representation and driving positive change. Their efforts offer practical inspiration for shaping your own workplace diversity and inclusion strategies.

Accenture

Accenture, a globally recognized professional services company, is widely recognized for its commitment to gender and disability equality initiatives.⁷ The company's transparency and commitment to equality have made it a model for ethical hiring and compensation practices.

Sodexo

Sodexo, a French food services company, is deeply committed to gender equity in the workplace, with female employees comprising “60% of Sodexo’s board of directors, 29% of its executive committee and over 55% of its staff.”⁷ Through inclusion training and employee resource groups, Sodexo has established itself as a global company setting the standards for best practices to replicate.

Promoting a long-lasting culture of belonging

As the demand for diverse talent and inclusive workspaces grows, managers who can champion organizational change will be crucial to improving employee engagement, building a better company culture and guiding the leadership team to address contemporary business challenges effectively and ethically. Marquette's online MBA program prepares leaders to cultivate inclusive environments through a curriculum that emphasizes ethical decision-making and inclusive management practices.

Through courses in organizational behavior, leadership development and business ethics, you'll learn how to foster cultures of belonging. From implementing a diversity strategy and promoting cultural awareness to driving organizational change, graduates emerge ready to lead with purpose and create workplaces where all employees can thrive.

If you're ready to become a leader in diversity and inclusion in the workplace, schedule a call with an admissions outreach advisor to learn more.