Authentic diversity and inclusion initiatives require commitment and great leadership

Various studies point to the benefits of diversity and inclusion initiatives, so it’s no surprise that so many businesses are keen to demonstrate their diverse credentials. From increased productivity and employee engagement, to higher levels of innovation and job satisfaction, the evidence regarding the importance of diversity and inclusion (D&I) initiatives is clear.

For these initiatives to be successful, it requires that business leaders take tangible steps to create environments that embrace diversity and inclusion. In this article, we explore the actions an authentic leader might take to improve diversity and inclusion in their workplace. But first, let’s consider why they might.

The benefits of workplace D&I for employee engagement and productivity

Countless studies suggest that increasing diversity in the workplace can increase employee engagement and productivity. For instance, a K4D report called ‘Impact of diversity and inclusion within organisations’ includes ‘increased productivity’ as one of many associated benefits . A common theme among researchers is that diversity and inclusion initiatives work.

If increased productivity wasn’t an obvious byproduct of a more diverse company culture, it wouldn’t be a top priority for 28% of UK business leaders. Additionally, HR Magazine cites research that says, ‘98% of businesses are actively working to improve their workplace culture to seem more appealing in a competitive hiring market’ .

The evidence from extensive research is that companies that embrace diversity and inclusion initiatives in the workplace are more likely to achieve high levels of employee engagement. This could lead to improved productivity and higher levels of innovation. Consequently, a diverse workforce may create a more positive working environment, where employees feel more comfortable and accepted, leading to higher levels of job satisfaction and increased collaboration.

The outcome for business leaders, alongside productivity and profit gains, is an attractive workplace. This may be one of the more essential ingredients for companies to remain successful in an increasingly competitive global market.

What is diversity and inclusion in the workplace?

People want to make sure that everyone is treated fairly, especially when it comes to getting jobs or getting good services. Companies would like to ensure everyone gets a chance to be successful, regardless of who they are or what their background is. Diversity and Inclusion (D&I) initiatives are important ways for companies to show they care about people. They can be like a map to help companies find the right path to make sure everyone is being treated fairly and equally.

However, not everyone knows how to talk about diversity in the workplace. Employees may need help in adjusting to people’s differences. If a business initiative – whatever its purpose – has any chance of survival, it usually requires good leadership. D&I initiatives are no different. The key to its survival is authentic leadership. By this, we mean genuine commitment and belief from senior leaders that diversity is more than a simple productivity booster.

‘Inclusion and diversity must be more than an HR initiative, check-the-box exercise and a lunch-and-learn topic. It must be embedded throughout the entire employee experience’. This is according to a WTW article called ‘Embedding inclusion and diversity into your talent management strategy’ .

What actions might an authentic leader take to improve D&I?

Sometimes, diversity isn’t about sexual orientation, gender, social background or skin colour. It can be simply defined as being one’s true self in the workplace. A study by The Inclusion Initiative called Transparent notes that, ‘there is a clear relationship between having to change to fit in and impacts on personal well-being’ . A business may find itself rich with people from all walks of life. Yet, if they are subsequently shoehorned to fit with a company culture that doesn’t accept them for who they are, there could be ‘negative ramifications for a firm’s productivity’.

Authentic leadership is about embracing what individual personalities bring to the organisation, and getting everyone involved in the journey. It’s too easy for senior management teams to sit back and hire diverse people without really committing to the endeavour. A more proactive approach would be for leaders to get involved in what the company needs to thrive as a diverse and inclusive workplace.

From an initial audit of what the organisation looks like to a strategy that encapsulates change at every level, authentic leaders lead from the front. Here are a few pointers that business leaders may find useful when putting their diversity and inclusion initiatives into action.

Be mindful of unconscious bias

Business leaders should strive to create an environment free of prejudice and rely on data and facts when making decisions. They should also provide training to all employees on diversity and inclusion, and actively investigate how to create a more inclusive workplace. Additionally, they should listen to employee concerns and be open to dialogue and feedback. Lastly, they should set goals and practice accountability to ensure that diversity and inclusion is a priority.

We put together a useful guide to understanding unconscious bias, and how to make unconscious bias training more than just a tick box . In noticing it, we could better deal with its effects in the workplace and beyond.

Demonstrate commitment to protected characteristics

The workplace may not be fit for purpose and may not cater to different people’s needs. In this case, there may be a need for more inclusion in innovation . To ensure the workplace is where people can be their true selves, business leaders could demonstrate commitment by assigning an appropriate budget to workplace redesigns and to stay on top of maintaining spaces where employees can thrive and do their best work.

Promote people

Diverse employees have so much to give, and companies that embrace and recognise this may benefit greatly. The UK Leadership Diversity Report says those ‘working for an organisation with strong diversity on their board are twice as likely (73%) to also be working for an organisation that has measures in place to reduce bias in the recruitment of board members . Only 31% of non-diverse organisations had these measures in place.’

Business leaders who take tangible steps to create environments that embrace diversity and inclusion could enjoy many benefits. Studies point to increased productivity, employee engagement, innovation and job satisfaction when these initiatives are in place. To create such environments, leaders could focus on unconscious bias training, demonstrate commitment to protected characteristics, and promote diverse employees. Doing so may benefit their organisation, increasing employee engagement, productivity and profits.