Making diversity and inclusion a business reality
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Posted: Wed 7th Aug 2024
As a small business owner or start-up founder, you might wonder how to tackle diversity and inclusion with limited resources and competing priorities. The good news is that your size and agility can have its advantages.
You have the flexibility to implement changes quickly, create an inclusive culture from scratch and directly impact every aspect of your business.
By embracing diversity and fostering inclusion, you're not just doing the right thing ethically – you're setting your business up for long-term success. Diverse teams are more creative, better at problem-solving and more attuned to varied customer needs. An inclusive culture attracts top talent, boosts employee engagement and productivity and can even improve your bottom line.
Here’s how you can implement more diversity and inclusion into your operations.
1. Listen to your team and adapt
A crucial aspect of fostering diversity and inclusion in your small business or start-up is creating an environment where every voice is heard and valued. It's about actively listening to their perspectives and using those insights to shape your business practices.
Start by establishing regular channels for feedback. This could be through anonymous suggestion boxes, periodic surveys, or workplace adjustment passports that keep track of any adjustments staff need to work at their best.
The key is to create safe spaces where team members feel comfortable sharing their thoughts and experiences without fear of repercussion. In a small business setting, where interpersonal dynamics can be more intense, it's particularly important to demonstrate that all feedback is welcome and appreciated.
When you receive feedback, take it seriously and act on it visibly. This doesn't mean you need to implement every suggestion, but it does mean acknowledging the input and explaining your decisions, whatever they may be.
If a team member points out an exclusive practice or policy, work with them to find a more inclusive alternative and to understand their perspective. This collaborative approach not only leads to better solutions but also reinforces that everyone's contribution is valued.
Watch this webinar to find out what changes your business can make to align with your values to create an inclusive community and business:
2. Building a diverse talent pool
Building a diverse talent pool is crucial for fostering innovation and growth in your business. Start by expanding your recruitment channels beyond your usual sources. This might mean engaging with diverse professional networks, attending job fairs at universities to approach diverse student bodies and partnering with organisations that support underrepresented groups in your industry. It’s also important not to overlook the power of employee referrals and be sure to encourage your team to think beyond their immediate circles.
Crafting inclusive job descriptions is another key step – review your job postings for unintentional bias in language or requirements. For instance, an extensive list of "must-have" qualifications could deter qualified candidates who don't tick every box and feel like they’re not able to do the job. Focus on the core competencies needed for the role and emphasise your commitment to diversity and inclusion in the job description, as well as ongoing training for the right person.
3. Create accessible pathways for growth
Remember, building a diverse talent pool isn't just about hiring – it's also about retention and development. Create pathways for growth and mentorship within your organisation and identify skill gaps for staff so they can receive the training they need to move up the ladder. This makes it easier for all members of the team to grow, rather than limiting leadership to a select few.
By focusing on creating an inclusive environment alongside your hiring efforts, you'll be more likely to attract and retain a diverse range of talent. This approach not only enhances your team's capabilities but also signals to potential employees and customers that your business values and embraces diversity and is willing to invest in the development of their team.
4. Develop a foundational culture
To successfully implement diversity and inclusion within a workplace, it’s essential to adopt it as a foundational cultural value rather than a set of discrete action points. This approach should be systemic, permeating every level of the organisation to enable you to foster an environment where diversity is a core aspect of the company’s identity, not just a policy to be followed.
Diversity should be seen as an integral part of the company culture, influencing decisions, behaviours and attitudes throughout the business. Leaders need to exemplify a commitment to diversity and inclusion, which can be demonstrated through inclusive leadership training, diverse hiring practices and ensuring diverse representation in leadership roles.
Another approach is to create platforms for open dialogue where employees can share their experiences and perspectives. An example is employee resource groups (ERGs), which play a crucial role in supporting underrepresented groups and fostering a sense of belonging.
5. Be flexible to different needs
Studies show that work-life balance programmes are present in many organisations but as many as 30% of women find they’re not available to them in practice and worry their careers will be harmed if they do. Flexible work arrangements shouldn’t be a checkbox exercise, they need to be a real solution that staff can take advantage of.
They’re incredibly useful for helping people achieve work-life balance, such as female staff who often are primary caregivers alongside their careers, but they’re also useful for people who struggle in an office environment, such as neurodivergent individuals or those with social anxiety, to manage their mental health effectively.
It's therefore critical that businesses offer flexibility for all staff and act on it, rather than having it as a passive policy. Make sure employees are aware of the arrangements they can make the most of and that there won’t be repercussions on their careers should they act on working flexibly.
A diverse, inclusive culture offers numerous benefits. An inclusive environment leads to higher employee engagement and satisfaction, which can reduce turnover and attract top talent.
Diversity in thought and experience can also lead to more balanced and well-rounded decision-making processes. By embedding diversity and inclusion into the very fabric of the organisational culture, companies can navigate the challenges of today's business environment and truly thrive and innovate in ways that are both sustainable and impactful.
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