Human resource professionals play a significant role in creating and maintaining a positive workplace culture. Employees want to feel valued, heard and appreciated by their peers and leaders. Not only does this lift employees’ spirits, but it also positively impacts job retention and overall productivity. It’s projected that 75% of organizations with frontline decision-making teams reflecting a diverse and inclusive culture will exceed their financial targets in 2022.
But it’s about more than work. The word “human” is in the job title for a reason.
An HR goal is to create a comfortable environment where everyone can flourish. That’s why prioritizing diversity and inclusion is a huge component of employee satisfaction and a sign of a successful workplace. Follow these helpful tips and strategies to ensure you are going above and beyond the compliance-based requirements and truly dedicating your time and talents to prioritizing diversity equity and inclusion (DEI) and creating the most positive work environment possible.
Be an Ambassador of Inclusiveness
To successfully assess and maintain an inclusive and diverse environment, HR managers must first ensure that they have a strong understanding of what inclusivity and diversity looks like. Ask yourself difficult questions and allow yourself to learn from others. There is no shortage of research to support the positive impact that a diverse and inclusive culture has on a business.
- Don’t underestimate the power of listening.
- Allow employees to share their experiences and raise concerns.
- Establish transparent conversations to promote a stronger organizational culture and create trust between teammates
Listening and learning enable HR professionals to instill effective policies and practices within organizations.
Create Effective Strategies
Once you have a comprehensive understanding of the goals and impact of diversity and inclusion, you will be more capable of creating and implementing successful DEI strategies. When was the last time you evaluated your hiring process? Real structural change happens when you ask questions about hiring practices and standards. Taking DEI into account when strategizing your hiring process demonstrates your organization’s value of diversity and inclusion from the start.
When it comes to existing employees, it’s an HR manager's responsibility to introduce new practices where they see fit. Apply what you’ve learned from listening to others by creating policies that promote inclusion.
Always Be Open to Change
Don’t be afraid to alter routines that exist only because “that’s the way it’s always been done.” You have a responsibility as a leader within the organization to promote positive change now and into the future. By doing your research, listening to others, and committing to creating effective strategies to promote inclusion, you are strengthening your team from the inside out.
Successful companies and strong teams prioritize diversity and inclusion. As the human resources manager, you are given the privilege and responsibility of leading positive change within your organization. If you’re interested in becoming an influential HR leader, Herzing University has a variety of human resources programs to help you reach your career goals.
* Bureau of Labor Statistics (BLS), U.S. Department of Labor, Occupational Outlook Handbook 2021. BLS estimates do not represent entry-level wages and/or salaries. Multiple factors, including prior experience, age, geography market in which you want to work and degree field, will affect career outcomes and earnings. Herzing neither represents that its graduates will earn the average salaries calculated by BLS for a particular job nor guarantees that graduation from its program will result in a job, promotion, salary increase or other career growth.