Diversity in the workplace is the acceptance of our social plurality. A continual lesson that we must support and understand the differences between people. And, through it, many benefits are reaped in the company, such as:
- improving the company's reputation and image;
- more creativity to teams;
- lower turnover rate in the company;
- less internal conflicts;
- better results (and goal composition) for the organization.
At first, the diversity in the workplace turns out to be a controversial subject. After all, can going beyond the professional profile impact the organizational climate?
The answer is yes you can. And there are already researches on the subject.
Here, the highlight is the study conducted by McKinsey business consulting, who valued diversity in the recruitment process as responsible for delivering 25% better results than companies that don't invest in it.
So, how about we go deeper into this issue to assess what types of positive impacts the diversity in the workplace have to add?
Check it out, and also find out what the main challenges are when dealing with the issue!
What is diversity in the workplace?
Not only in the UK, but around the world, we are facing a society of wide diversity. The groups are:
- of people with special needs;
- of varied beliefs;
- from different social classes;
- genders (men and women).
However, based on the context of the research mentioned above, the question may remain: and how does diversity in the workplace interfere with a company's productivity?
For companies, turning a blind eye to the diversity of profiles is a complete disregard. Organizations are due to respect what each individual is, in fact.
This natural inclusion corresponds to the learning that comes from differences—how would they arise in a place where everyone has identical profiles? — and the development of an organization.
After all, in the 21st century, the acceptance of our plurality is an ongoing and thriving lesson that we must support the differences between people. They exist and it's beautiful and natural.
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What is the relevance of diversity in the workplace?
Above, we briefly explored this concept, but it's worth reinforcing. That's because people have different perspectives. And the more they clash, the more diverse ideas are born.
I.e: individuals come to know more about themselves—and more about others. This values interpersonal integration and promotes company communication.
not to mention the obvious: regardless of belief, race, social class, gender or sexual orientation, they are looking for the same purpose at work: grow (personally and professionally) and together with the company.
By understanding this and when the company HR can disseminate this culture of empathy and acceptance, regardless of the differences between individuals, many benefits are obtained.
Want to know what they are? We gather the main ones in the next topic!
What are the benefits of diversity in the workplace?
Are we going to understand how diversity in the workplace is an issue capable of extending to its social implications?
Better results for the organization
Positive results in the sense that diversity aggregates, unites and promotes more collaboration in the professional routine.
This is because people are more empathetic, welcoming and start to live together in a stimulating place, which respects and motivates its workforce.
Not to mention McKinsey's research results. The diversity in the work environment naturally adds more productivity to people who feel represented.
Less internal conflicts
Organizations that celebrate diversity gradually build a culture of respect. And this improves coexistence and adds a more peaceful routine.
Conflicts and disagreements do exist, this is true, but they will not arise as a result of a unique perspective of someone else, but exclusively thought of the internal development of each one and the best results for the company.
Lower turnover rate in the company
The increase in conflicts and differences of opinion — motivated by the lack of tolerance for diversity — can translate into a toxic environment.
As a result, more people quit, increasing the turnover rate (also known as turnover). Something that costs — and a lot — for the company.
After all, unrestrained layoffs generate costs with charges (in dismissals and admissions to replace the professional), in addition to the time and budget invested in integration and training of new hires.
More creativity for teams
We've already talked about this: the more diversity in the work environment, the more unique perspectives are added into one team.
And do you know the result of this? More innovative ideas, different and that can be combined to offer a differentiated result for the company.
Improving the company's reputation and image
Let's face it: intolerance to diversity in the workplace (and beyond) doesn't sit well. To no one!
However, exploring this valuation is a strong indication that the company's reputation will be improved. Both internally and externally.
What are the challenges in implementing this culture?
Overall, the big problem faced by leaders, managers and the HR sector itself is the resistance that many people put up against change.
That's when a joint work comes in to open the doors of people's perception. Diversity in the workplace should not be seen as a change.
In turn, it must be considered a natural evolution of issues that, until then, were taboo. This must be eradicated from the organizational culture so that everyone — without exception —feels welcome in the company, returning motivation and results.
And how to encourage diversity in the workplace?
Next, we'll present some alternatives that can help open up diversity in the workplace. And also in reducing resistance. Are they:
- inclusion programs are great for establishing collective engagement to the cause. These collectives are strengthened and help in the general integration among all individuals;
- cultural shows they also help to promote interaction and improve self-knowledge. Individuals are aware of what is seen as different and better understand how to respect distinctions to move towards a common goal;
- volunteer programs they can be encouraged, by HR, so that people can go deeper and deeper into perspectives different from their own.
It should be noted that all of this can be richly complemented through specific actions of internal marketing. A beneficial solution in multiple ways.
After all, this set of tools and strategies can increasingly unite sectors and professionals from different areas. A big difference for diversity in the work environment to be what should be considered: something natural.
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