What is diversity in the workplace?

Diversity is the condition of having different, varied elements. A diverse workplace has different people with unique personal, social and physical characteristics. Some of these diverse characteristics are directly related to professional performance, including:

• Skills
• Education
• Experience

Other key characteristics may seem unrelated to professional performance at first. However, these characteristics are also crucial for diversity in the workplace. These characteristics include:

• Gender identity
• Sexual orientation
• Race
• Religion
• Culture
• Age
• Physical and mental abilities and disabilities
• Political leanings

Diverse workplaces include people with a variety of these different characteristics.

Differences between diversity and inclusion

Diversity is the differences between people, while inclusion is the procedures and practices that help these differences coexist in ways that benefit everyone. Diversity is a concept, while inclusion is the methods that supports it.

Businesses get diversity when hiring managers and recruiters employ a range of different people. They achieve inclusion when team members feel included, accepted and safe in the workplace.

Workplaces need diversity for inclusive practices. Diversity can exist without inclusion, but diversity and inclusion should exist together for the best business outcomes. Diversity relies on inclusion for its success.

Benefits of having a diverse and inclusive workplace

When diversity and inclusion work together, they can make businesses more successful and profitable. The benefits of having a diverse and inclusive workplace include:

• More successful employee recruitment and retention: Companies that recruit employees from a diverse pool are more likely to find the best candidates. When businesses employ the right person for their jobs, and that person feels valued through inclusive job strategies, they are more likely to stay at the company.
• Increased innovation: The more diverse and inclusive a workforce is, the more different perspectives its employees have and the more comfortable they feel sharing them. When groups share different perspectives, they can learn new ways of thinking which enhances creativity.
• Enhanced problem-solving: Different perspectives also improve problem-solving ability. A diverse workforce is more likely to develop an effective solution to a problem faster than a group of people with similar ideas.
• Increased profits: Studies show companies with above-average diversity have at least 9% higher earnings before interest and tax than companies with less diverse teams.
• Improved customer experience: Society is diverse, so it makes sense to create a similarly diverse workforce. When businesses employ people like their customers who feel comfortable speaking up, they can learn what their customers want. This leads to better products and services, better customer service and more satisfied customers.
• Customer base growth in diverse markets: Employing a diverse team and introducing inclusive strategies can appeal to customers in diverse markets. Women, some racial groups and the LGBTQIA+ community are among the groups who typically support businesses they feel support their own people.
• Enhanced company reputation: Society values diversity and inclusion. Promoting diversity and inclusion can enhance your business’s reputation. Businesses with good reputations generate more positive word of mouth publicity, have more loyal customers and attract better candidates for open positions.

Read more: Indeed’s Head of HR Unpacks Recent Diversity Survey Results

What are examples of diversity in the workplace?

Businesses that value diversity show their commitment throughout their practices and initiatives. The following are some common examples of diversity in the workplace:

Multilingual services

Offering multilingual services, such as multilingual customer support and product manuals, demonstrates a commitment to serving all customers better. These services ensure customers who usually speak languages other than English feel satisfied and valued. Multilingual services may help businesses expand their customer base in different cultural and global communities. People who only speak English may think more favourably of businesses with multilingual services, as they show companies value inclusion. Bilingual and multilingual employees may also feel more valued and help your business deliver these services.

Non-restrictive hiring processes

Non-restrictive hiring processes accept candidates with a variety of educational qualifications and backgrounds. They recognise that the best candidates may not always have a common degree. By opening the field to a more diverse pool of candidates, non-restrictive hiring processes help businesses attract a wider pool of candidates.

Flexible working hours

Flexible working hours consider the needs of diverse employees, such as those from different cultures and parents. Employees with some faiths may need time away from their desks for prayer during the day and time off when observing religious holidays. Parents may need hours that match their child’s school or childcare schedule. Encouraging employees to discuss these requirements is an excellent inclusive practice.

Companies with flexible working hours focus more on the goals their employees achieve than the time they spend in the office. Employees who feel supported when taking time off are likely to work more productively and stay at your organisation for longer.

Anti-discrimination policies

Anti-discrimination policies protect a diverse team of employees, ensuring they receive opportunities and don’t feel judged on their gender identity, race, sexuality and other characteristics. These policies promote equality and help people feel supported and confident in their workplaces.

How to promote diversity and inclusion at work

Diverse and inclusive businesses should promote these practices at all levels. Follow these steps to promote diversity and inclusion in your business.

Promoting diversity and inclusion in job descriptions

Promoting diversity and inclusion in your job descriptions helps you attract a wide range of candidates. This practice increases your chance of finding the best person for your vacant position. Follow these steps to promote diversity and inclusion in job descriptions:

1. Use inclusive language

Gender-neutral and plain language encourages people with diverse identities to apply. Use gender-neutral job titles such as ‘waitstaff’ and ‘police officer’ instead of gender-specific terms such as ‘waitress’ and ‘policeman’. Reconsider gender-coded words such as ‘rock star’ and ‘dominate’, which can seem targeted towards male candidates. Online tools such as the Gender Decoder for Job Ads can help you neutralise your job descriptions.

Plain language is more accessible than corporate-speak and jargon. Spell out words instead of using acronyms and use basic terms instead of jargon. These practices can help your description appeal to a more diverse pool of applicants.

2. Reduce essential qualifications and preferences

Many businesses feel listing essential qualifications and preferences will help them find their ideal candidate, but these requirements can deter applicants. For example, studies suggest that while men will apply for jobs where they meet 60% of listed requirements, women will hesitate unless they meet 100% of the criteria. So, potential female candidates may avoid applying because they are uncertain whether they will meet your needs.

Creating a job description focused on job duties with only a few key preferences will probably attract more diverse candidates than one specifying educational requirements, necessary experience and other prescriptive criteria. Using phrases such as ‘familiarity with’ or ‘bonus points for’ can soften a desirable criteria list.

3. Conclude with a statement about your business’ commitment to diversity and inclusion

Including a concluding statement noting your business’ commitment to diversity and inclusion is an excellent way to promote these values. Stating you are ‘an equal opportunity employer’ is a common way to achieve this. However, a more personal statement can be even more compelling.

Example: ‘The Press Club nurtures diversity through inclusive practices. We will consider all qualified applications for this position, regardless of their age, race, religion, gender identity, sexual orientation, disabilities or other characteristics.’

Promoting diversity and inclusion in interviews

Promoting diversity and inclusion in interviews can help you decide which candidates best match the job and suit your workplace culture. Follow these steps to promote diversity and inclusion in interviews:

1. Use a diverse interview panel

Using a diverse interview panel rather than a single interviewer can help overcome interviewing bias. Include people of different experience levels, ages, gender identities, cultures and personalities. Three is a good number of people for an interview panel. Ensure all members of your panel ask the questions they’ve written. The panel should discuss their impressions after each interview, ensuring every member gets an equal say.

2. Start with a skills test

Leading with a skills test helps you assess a candidate’s abilities before making other judgements. For example, if you need a computer programmer, you might set a coding challenge. If you need a chef, you might ask them to prepare a simple dish with the ingredients provided. Assess the finished products and how efficiently your candidates completed the task.

3. Ask questions about diversity and inclusion

Asking candidates about diversity and inclusion can help you determine if their values align with your business. Some good sample questions include:

• What do diversity and inclusion mean to you?
• Why do you think diversity and inclusion are important?
• What do you think the most challenging aspects of working in a diverse office are?
• How would you handle a situation where a colleague was being culturally insensitive, sexist or homophobic?
• Can you tell me about a time you advocated for diversity and inclusion in the workplace?

Assess each candidate’s answers to determine if they understand and value diversity and inclusion. Candidates with experience working in and advocating for diverse, inclusive teams may be the best fit.

Promoting diversity and inclusion in the workplace

Promoting diversity and inclusion in the workplace helps employees feel confident and safe. Follow these steps to promote diversity and inclusion in the workplace:

1. Ask for employee feedback and put recommendations in place

Encouraging all employees to share feedback on your company is an excellent inclusive practice. Your diverse people team should have a variety of different ideas about how your company can be more inclusive and diverse. For example, they may want catered functions to consider vegetarian, vegan, gluten-free and kosher diets. Setting up small discussion sessions can boost participation levels and ensure everyone shares. Implementing the best recommendations will help your employees feel valued.

2. Encourage diverse teams to work together

People often naturally gravitate towards similar people. You can make workgroups more diverse by assigning projects to employees that do not usually work together. A buddy system, where experienced workers help new hires settle in, can help diverse employees connect. Pair new employees with buddies with different characteristics.

3. Introduce diversity and inclusion training programs

Diversity and inclusion programs can help employees work together and value their colleagues and customers more. These programs should teach employees to be more sensitive to differences and support one another. They should also note the value of diversity and inclusion, so employees understand the importance of the training.