4 vital factors to consider in creating diversity and inclusion in the workplace
Are two minds really better than one? In the workplace, the answer tends to be ‘yes’ – particularly when two minds disagree.
Perspectives matter. In fact, 77% of respondents surveyed by job search website Indeed cited diversity and inclusion (D&I) as ‘important’ or ‘very important’ to business performance.
And it’s not only business performance that improves. A recent report published by Nature in April 2022 says: “Inclusion and diversity can be an advantage to generate innovative solutions [and] in teams, inclusiveness and diversity have been recommended as effective metrics for resilience.”
So, how can you embrace D&I to help build resilient teams that thrive? The challenge is taking action, not simply acknowledging its value – and that calls for a discussion about current approaches.
Here are four ways to get the the conversation about D&I started in your workplace.
1. Embrace diversity of thinking
Neurodiversity refers to the way that everyone’s brain work differently. But hundreds of thousands of people think, act, behave, and interpret information in ways different to the majority.
Many leading businesses are looking beyond demographic parity to a diversity of thinking. Research shows that it is a driver of creativity, enhancing innovation by about 20%. And helps teams spot risks, reducing them by up to 30%. More than ever, businesses need new perspectives, different ideas and broader ways of thinking to solve problems.
So, how can you encourage diversity of thought while not ignoring demographic diversity?
Support neurodiverse talent
The UK has a huge neurodiverse population—more than 15% of the country and many businesses have caught on to the benefits of a neurodiverse workforce. Neurodiverse employees may excel at:
• Problem solving
• Creativity
• Consistency
• Spotting trends and patterns
• Data analysis
• Risk assessments
• Attention to detail
These skills are the reason Virgin supports Auticon, a majority autistic technology consulting firm, which has more than 200 autistic people working in software development, coding, and data analysis.
You’ll need the tools and strategies to support neurodiverse individuals. Their influence on your team can be hugely positive, but supporting them adequately is critical:
Provide the right, accessible, tools: This is where HealthHero can help. We provide quality care that is accessible to your employees, pairing clinicians with innovative technology. These tools shouldn’t only be accessible to neurodiverse employees, but to everyone, as many neurodiverse people in the UK go undiagnosed.
Champion and embrace positives: It is a true gift to have neurodiversity on your team and an exceptionally valuable skill. For example, by providing remote or hybrid working options, you can support not only neurodiverse people, but also those with childcare responsibilities, especially women in the workforce.
Adjust deadlines and give time to prepare: Give employees time to prepare, and consider whether rushing a deadline adds value.
Be open and encourage awareness: Learn about neurodiversity and consider educational programmes for leaders and managers to ensure they understand the challenges neurodiverse individuals face.
Focus on both: Despite most companies’ focusing on diversity in the workforce, the neurodiverse community is often overlooked. Research shows that the most high-performing teams are both cognitively and demographically diverse.
2. Health is a new frontier in diversity
Although it may seem obvious to focus D&I frameworks on gender, age and ethnicity, it’s also worth considering how people feel most discriminated against at work. In fact, a report by Business in the Community found that those suffering from poor mental health feel stigmatised by this more than anything else. Just one in 10 said they felt able to disclose a mental health issue to their line managers.
Similarly, a report by the Government Equalities Office highlights the extent to which women affected by menopause feel at risk of ridicule and gendered ageism, with one in four having considered quitting work because of their experiences.
Supporting the health of your employees
This makes health a new frontier in diversity. Especially given the extent to which these issues not only affect workplace performance but are also reflected in society — one in four people are struggling with mental health issues, and more than half the population will go through menopause.
In this sense, health related diversity initiatives — such as support for employees living with mental health issues and wellbeing initiatives that normalise menopause (and make it acceptable for women to have reasonable adjustments) — will make a difference on a practical level.
3. Diversity alone is not enough
Diversity + inclusion = better business outcomes, according to Deloitte. In other words, diversity without inclusion is less valuable than when combined.
People feel included when treated fairly and respectfully. The key to inclusion is participation without bias, which requires courtesy and non-discrimination.
Following that is feeling valued and having a sense of belonging. Individuals feel included when others appreciate their unique and authentic selves while having a sense of belonging to a group.
Inclusion is about making employees feel ‘safe’ and empowered to speak up and to grow and do their best work. Indeed, all these factors are crucial for diversity of thought.
However, you can only act and measure results if you are clear about your goals and know what the drivers of inclusion are.
4. Inclusive leaders empower others
It’s often said employees leave their managers, not companies. Business leaders can increase employee feelings of inclusion by up to 70% This is especially true for minority groups. Moreover, feelings of inclusion lead to better team performance, decision-making, and collaboration.
Highly inclusive leaders have the following six traits:
Commitment: They are strongly committed to D&I because it is in line with their values and they believe it is good for business.
Courage: They are modest about their own abilities and encourage others to contribute.
Aware of bias: They are aware of their own shortcomings and prejudices in the workplace and they strive to ensure others have the same opportunities.
Curiosity: They are open-minded; they listen without judgment and seek to understand others.
Culturally intelligent: They recognise others’ cultures and adapt as required.
Collaborative: They empower others and enable a diversity of thinking to flourish by creating team cohesion.
Leading by example
To embrace diversity business leaders must adjust their behaviours, lead by example and adapt the workplace to suit the needs of diverse talent.
Proactive workplace wellbeing increases resilience across the board, at every level and for every employee. Invest in each member of your team equally, providing tools that help everyone to take care of their whole health and be sure that your leaders are equipped to positively lead by example.
For more information on how you can create a workplace where all employees shine, head over to HealthHero's resources page.
Supplied by REBA Associate Member, HealthHero
HealthHero's a digital health provider that brings together human expertise and digital convenience.
