diversity and inclusion

What is the D&I strategy?

The recruiting for diversity and inclusion of diversity and inclusion has recently become more and more interesting for civil society organizations and initiatives.

Increasingly, there are questions about how such a policy can be developed and implemented in the activities of an organization or initiative.

What is the Diversity and Inclusion strategy?

 

Diversity & Inclusion is a social strategy to provide equal opportunities to all groups in society, regardless of gender, ethnicity, age, physical, cultural, and other characteristics.

 

This strategy is applied and shows its effectiveness both at the organizational level (through the development of diversity in the composition of employees and governing bodies) and at the level of society as a whole (through changing the infrastructure and paradigm of society as a whole, eliminating stereotypes).

 

The idea of recruitment and diversity is to use the difference as a competitive advantage to achieve superior results in all areas of social life.

The development of an inclusive culture in society requires action from both business organizations and civil society organizations and government bodies.

What is the policy of diversity and inclusion for?

Organizations that promote and implement this approach note the following benefits of inclusive teams:

Variety of points of view;

  • Creative approach to problem-solving;
  • More innovation;
  • Best quality solutions;
  • A better understanding of the needs of target groups;
  • Improving efficiency / increasing profits;
  • High involvement of employees and employees;
  • Decreased staff turnover;
  • Reducing recruiting costs;
  • Best recruiting results;
  • The best reputation of the organization.

It is important to understand that any strategy or policy is just a document that will not work on its own unless it is referred to as a guide to action.

The development of a diversity and inclusion policy is an important step in a cycle of systematic actions, the purpose of which is the effective operation of the organization and the effective management of the human resources of the organization.

For civil society organizations, an equally important aspect is the promotion of social inclusion through their work with target groups and communities.

HR

How to develop and implement a diversity and inclusion policy?

 

Identify diversity and inclusion issues relevant to your organization.

 

  • Conduct an audit of the current level of diversity management and inclusion in your organization.
    Get quantitative and qualitative data on the main dimensions of diversity – gender, disability, sexual orientation, age, nationality, religion.
  • Based on the data obtained, identify key issues.
    For example the disproportion of men and women in the governing bodies of the organization, the absence of older people among the participants in events, etc.

 

 

Ensure political will and leadership.

 

  • Ensure management involvement and support from leaders and leaders in organizing events to design and implement change.
  • From among the leaders and leaders of the organization, determine the person responsible for policy development and implementation or enter the position of manager/manager for managing diversity and inclusion.
  • Create a working group to develop and implement changes.

 

Identify the core values ​​of diversity and inclusion.

 

  • If your organization already has a mission, vision, and values ​​statement, review them to make sure they support diversity and inclusion.
  • Articulate values ​​and principles for diversity and inclusion and incorporate them into the mission, vision, and values ​​statement of the organization (revised or first formulated).
  • Once the values ​​have been formulated, consider and provide ways to communicate them both within the organization and to the external environment.
  • Make sure everyone in the organization knows and understands these values ​​and principles and how to act on them.

 

 

Develop an action plan.

 

  • Develop an action plan that includes goals, deadlines, indicators of achievement of goals, responsible persons, and necessary resources.

 

Provide training for employees and employees of the organization.

 

  • Provide systematic training on diversity and inclusion that will help people recognize and address unconscious biases and promote inclusion.
  • Support and mentor members, participants, and participants in your programs from underrepresented groups.
  • Encourage the exchange of experience in implementing diversity and inclusion both within the organization and with partner organizations.

 

Ensure diversity and inclusion within your organization.

 

  • Review your recruitment and recruiting practices.
  • Ensure diversity in the composition of work teams and governing bodies.
  • Take care of the accessibility of your infrastructure (for example, a barrier-free environment).
  • Create a work/home balance for your employees.

 

Integrate diversity and inclusion into your work with target groups.

 

  • Examine how social, political, economic, cultural, and other factors affect different target groups, especially vulnerable groups.
  • Make sure that the way you interact with your target groups and local communities promotes inclusion and respects diversity.
  • Provide support to vulnerable and underrepresented groups, ensure full participation and build their capacity.
  • Make efforts to eliminate discrimination in communities.
  • Demonstrate commitment to the values ​​of diversity and create inclusive spaces.
  • Advocate for change to develop and implement inclusive policies and practices.

 

 

Ensure monitoring and evaluation.

 

  • Timely monitoring and evaluation of the implementation of the inclusion policy and change plan.
  • Systematic collection and analysis of data regarding the diversity of your employees and employees, participants and participants in programs.

 

Inform about achievements and disseminate best practices.

  • Include successful stories in a public report, post them on the website and on social media.
  • Ensure recognition of the merit of those people in the organization who contribute to the promotion of diversity and inclusion.

Share best practices with other interested organizations.

How do you get everyone to work together, be effective, and advance in their careers regardless of race, color, gender, or physical disability? It’s all about a diverse and inclusive workplace.

Josh Bersin calls diversity and inclusion one of the hottest topics in HR.

  • Diversity is different races, ethnic groups, gender diversity, age, religion, sexual orientation, and people with disabilities
  • Inclusion is an environment of collaboration, support, and respect that enhances the participation and contribution of all employees.

What should HR know and understand at the highest level?

  •  Integrate diversity and inclusion approaches into HR and company strategy.
  •  Lead a systematic approach in this topic throughout the organization.
  •  Use an understanding of diversity and inclusion to assess risk and shape organizational priorities.
  •  Contribute to the development of legislation in this area.
  •  Understand the value organizations place on inclusion and the value it creates for organizations.

About Emma Williams

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