By: Mariam Khan
What was the first thing that came to mind when you heard the words diversity and inclusivity? Probably, you’re considering bringing in people from various cultures and races. But what matters most is that these terms have a good connotation for most people. More companies are trying to achieve the goal of having a diverse staff as it can increase productivity and presents better chances of dominating the market with a wide appeal to the public. Most today’s workplaces have a diverse workforce. You are likely to encounter at least a couple of foreigners if you visit a business or even a small office space near you. With overwhelming benefits, which can be achieved with a diverse workforce, it can also present some challenges. There can be a variety of problems in such a workplace, ranging from sexual violence to maintaining a negative stance toward certain sects due to stereotypical views. To some extent, having such problems at work is common, but the aim is to control them before any unpleasant situation arises.
The communication barrier is one of the most common problems that every diverse workforce faces. With so many people from different countries, there is a good chance that only a handful of them can face such a challenge. This could result in the formation of separate groups within the workforce, or in the worst-case scenario, the exclusion of a single individual from the circle. To solve this obstacle, make certain that everybody is involved in office activities. Encourage people from various communities to contribute, and if there is a single person, make him/her feel at ease with the others. The best way to help everybody connect will be to plan a joint venture time to time. These activities will not only help to build unity among your employees, but they will also most likely boost productivity.
Even in the 21st century, we still are struggling with some unbelievably imbecile stereotypes. Such stereotypes become the cause of prejudice towards certain people which can lead to extreme levels of discrimination. This can have a negative impact on not only the employees’ understanding of one another, but also on the company’s reputation. As management, you must establish specific no-tolerance policies for this type of conduct. Ascertain that everyone has an equal opportunity to engage in and succeed in the organization. And if anything goes wrong, use it as an opportunity to send a strong message to your employees. Having simple and transparent procedures in place for such sensitive topics would also help to maintain workplace discipline.
Stereotypes of certain races and religions can be extremely detrimental to the culture of a company. Some people might even think it is fair to make a joke about it. Such jokes can seem innocent at first, but they have the potential to hurt someone’s feelings. Such activity should be discouraged. Make sure that no one appreciates any verbal or physical remarks that are directed at someone’s feelings. You should also encourage the team to learn more about each other’s cultures and religions to gain a deeper understanding of one another. Mutual understanding can result in a highly efficient work environment that is beneficial to both management and employees.
For any kind of relationship, trust is the foundation to build upon. It does not matter how much work you put into something if you do not have a solid base. Some people have a hard time trusting people from other cultures. Arrange events that enable the employees to communicate with one another. Assign a large group of people to a collaborative project. This will not only facilitate the development of mutual trust and understanding, but it will also result in a stronger project outcome due to the diverse feedback of perspectives.
Let everybody feel as if they have been heard. When it comes to a happier staff, this is important. This is much more critical in a diverse workplace because it allows for a wide range of ideas to be brought into the business. Ensure that everybody has an opportunity to express their thoughts at meetings and other group sessions. Encourage your employees to attend such meetings and contribute their ideas. It is fair that we all want to be heard. As employees believe they are vital to a company, they feel more at ease, and productivity rises as a result. In a study by Miller and Monge (1986), it was revealed that employee engagement would lead to improved satisfaction and productivity. This is crucial to creating a happy workforce.
We stated at the beginning of the article that having few diversity problems in the workplace is more common. So, no matter how hard you try to keep things under control, some gaps can remain. Just make sure that if a problem like this happens, you take actual action toward a solution rather than attempting to hide it under the carpet. Encourage your staff to speak up if they see any misconduct or discrimination. Ensure that the employees’ information will be kept confidential. Encourage employees to share their concerns with management by responding quickly to their concerns. Assist them in overcoming obstacles and go above and beyond to create a healthy and welcoming environment for the employees. Some people will still be afraid or hesitant about speaking up. To address this problem, you can arrange surveys. Three key questions to ask are employee satisfaction, any problems that have arisen, and any recommendations for changes to the work environment. You may also use a blinding factor in surveys to ensure that the employees’ identities are kept private and that they can easily express their concerns. Such surveys are linked with employee satisfaction.
If you’re having trouble making a decision, as a manager or individual, it’s always a good idea to seek professional assistance. Please contact us if you have any additional questions regarding diversity issues or this article. You can send us an email with your questions. We’d be delighted to hear from you and assist you.
The writer is the Founder/CEO of MK Coaching and currently working with The Dayspring as Bureau Chief-Washington, DC. She can be reached at [email protected].
