Building a Diverse and Inclusive Workplace

Written by Kirti Sharma and Simardeep Kaur

Are we still discussing diversity and inclusion? Is that something we need to keep exploring?

Of course, it is.

Why do we need to talk about Diversity and Inclusion at the Workplace?

Diversity is an intense topic these days, and most organizations claim they are committed to improving diversity and inclusion at the workplace. Companies that are focused on diversity perform better, have increased employee engagement, and retain employees better. Companies with more diverse management teams are more innovative with consistent revenue growth. Diversity brings many advantages to a business – increased profitability, along with creativity. Despite all the benefits, women and people of color are underrepresented, and the disparity is more glaring at the leadership levels.

A 2019 gender-based analysis by Statistics Canada shows the percentage of women in leadership positions across different levels:

● Management Positions: 35.3%

● Businesses Owned by Women: 18.4%

● Women Board Members: 18.1%

● Women in National Parliament: 29.1%

Disparity in Employment

In August 2015, Apple released a diversity report that shows Apple hired 65% more women worldwide than the previous year to increase women's overall representation globally. However, when it comes to gender equality, Apple still has a long way to go, like many other tech companies. Apple is primarily ruled by men, with only 29% of women in leadership positions, and this percentage hasn't budged in five years. Despite all the efforts about gender diversity, the hard truth is that women are still under-represented in the tech sector. Women's underrepresentation in STEM fields has been an essential concern in our society.

The Workplace Gender Gap

Gender equality remains a significant issue for the business world, as there is still a considerable gender gap in many companies. Women are not joining the male-dominated career fields at the same rate as men. Women find it difficult to succeed in the workplace because of gender-based discrimination. It appears male-dominated workplaces do not give attention to gender diversity, and 20% of women feel that their gender has made it difficult to succeed in the workplace.

How to Retain Women Leaders at the Workplace?

Organizations are struggling to retain women executives and leaders in the workforce. To tackle this issue, companies must commit to equal opportunities and equal pay for work across all levels for women employees. There is a need to provide the women employees with mentors and sponsors who can ensure professional development and career advancement. Women leaders need encouragement and support to excel at the executive levels to be the role models for gender equality.

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Diversity and Inclusion Methods That Actually Work

▪ Placing the onus of D&I outcomes on senior leadership: Diversity and Inclusion must be considered fundamental to the company's vision. Female employees fall behind in their careers as they do not get promoted to management positions at the same rate as male employees. Organizations must include principles that support, encourage, empower, and develop women leaders to close the gaps of inequality so that women feel confident and comfortable to pursue their goals.

▪ Focusing on Inclusion before Diversity: Diversity and Inclusion are interconnected concepts; however, they are not interchangeable. A diverse workplace may have different genders, races, and nationalities, but if only a particular group is valued, that diverse workplace is not inclusive. A diverse workplace makes everyone feel involved and supported in all the areas of the workplace.

▪ Workforce Representation of BIWOC (Black Indigenous Women of Color): Due to Covid-19, women are negatively impacted in the workforce, especially women of color. Research shows that black women face more struggles than other employees in advancing their careers. A company may focus on diversity while recruiting; however, if only 10% of women employees are in leadership positions, there is a problem. Organizations should ensure women employees have tools and resources to excel at leadership positions.

Overall, every business must make a positive impact on society by enlarging diversity and inclusion. Organizations should consider gender equality, so women are equally represented in the workforce. A diverse and inclusive workplace has a diversity of people advanced, developed, empowered, and trusted by the company.

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References

Coreaxis. (2019). The Importance of Diversity and Inclusion in the Workforce. Retrieved from

https://coreaxis.com/importance-of-diversity-and-inclusi

on-in-the-workplace/

Dickey, M. (2015, September). Why We’re Still talking about Diversity. Retrieved from: https://techcrunch.com/2015/09/23/why-were-still-talking-about-diversity/

McKinsey & Company. (2020). Women in the Workplace 2020. Retrieved from:

https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace#

Mondal, S. (2020, June). Diversity and Inclusion: A Complete Guide For HR professionals. Retrieved from: https://ideal.com/diversity-and-inclusion/

Statistics Canada. (2020). Gender, diversity and inclusion statistics. Retrieved from: https://www.statcan.gc.ca/eng/topics-start/gender_diversity_and_inclusion