Diversity, Equity and Inclusion has become a very important topic of discussion within current companies, and it is considered a top priority. Truth is, this diversity has been proved to bring amazing benefits, such as improved performance, increased employee engagement, and better decision making. 

However, as companies grow and include more diverse employees, it is important to adapt their facilities and processes to accommodate diversity. We have gathered 4 tips for you, taken straight from our Step-by-step Guide to DEI.

Get the full guide: The Step-by-Step Guide to DEI

1. Check your recruitment processes for biases

In order to tackle diversity and inclusion, we must start from the beginning and consider whether our recruiting processes carry any bias. Companies should review their processes and include initiatives to assure they are working towards a more diverse workforce:

  • Review your recruitment documents (job descriptions, ads, job titles, career site). Make sure you invite and allow candidates from all cultural backgrounds, use gender-neutral titles and images that reflect diversity. Review CVs without focusing on names or ages.
  • Reflect on your processes. If you’re rejecting a candidate, ask yourself if there is any bias to this rejection.

As a study by Harvard Business Review points out, setting diversity goals within a company encourages those involved in hiring processes to keep diversity and equity on top of mind.

2. Ensure everyone has equal opportunities

In a world dominated by white men, women and minorities can face discrimination as they pursue their careers. It is important that we train our people on unconscious power and exclusion dynamics and teach them how to modify these behaviors. 

  • Set wage standards for everyone. Ensure there are no discriminations in regards to gender, age, or culture for the same position.
  • Provide learning and development programmes according to roles. Some people hesitate to request training, so this would ensure everyone gets the same opportunities.
  • Make sure everyone has a voice during meetings. Teach employees the dynamics of taking turns speaking and not interrupting colleagues. The meeting leader should ask questions so that everyone feels comfortable talking and interacting.
  • Eliminate terms with racial connotations, such as “whitelist” and “blacklist”. Encourage your people to find other neutral terms.
  • Consider your people’s pronouns. Encourage them to share their pronouns, and check if people use the right ones when addressing their peers.

As previously shared in an article on mental health in remote work, it is also important to adapt the workplace to those who are struggling with their mental health. You could offer flexible hours, more communication, or mental health training.

3. Make sure your office meets everyone’s needs

As you adapt your workplace for diversity, you should accommodate all employees. Companies can make changes that although may seem small, they can mean a lot to their people. Here are few initiatives that you should consider:

  • Adapt the office for employees in wheelchairs so they can move around with no issues.
  • Offer adapted seating and gadgets for workers who may struggle with back pain or movement difficulties, such as ergonomic chairs, or adjustable desks. 
  • Provide dietary options for employees who are vegan, vegetarian, or have allergies.
  • Supply sanitary products in the toilets, such as tampons or pads. Be sure to be inclusive, as people who identify as men can also menstruate.
  • Establish a private room for breastfeeding women, where they can feel comfortable and have refrigerators where milk can be stored.

4. Involve everyone during events and holidays

Events and holidays are a big part of company team-building, so we must ensure that everyone can participate. As an article by Gather on inclusive holidays at work said, workplace celebrations are tangible signals of what matters to your organization.

When it comes to holidays, many companies typically celebrate those that involve the majority, such as Christmas. However, as they continue to grow their diversity, it is important for companies to include celebrations to which their people can relate, such as Hanukkah or Pride. Some initiatives that can be taken are:

  • Make a diverse committee for celebrations that understands your diversity principles and shares information.
  • Ask your employees about their cultures, involve them and show them that their holidays will be included in your calendar. Make answering optional, as not everyone will be comfortable sharing.
  • Don’t decorate the office just for Christmas, keep decorations diverse and ensure that all your people’s cultures are represented.
  • If you have holiday parties, involve all cultures: you can throw a big holiday party for everyone, rather than a Christmas party.

In regards to company events, these are usually centered around having a drink or a meal after work. Consequently, some employees may feel left out or unable to attend if they have kids or other responsibilities at home. Instead, you can have a team lunch during work hours or a “game night” on a Friday afternoon. In addition, if there is food involved, include vegetarian, vegan and other dietary options.

Get the full guide: The Step-by-Step Guide to DEI

Ensuring diversity has become essential for most companies. Yet, it is important to turn these initiatives into action, as it is the only way to move towards more diverse workplaces. We must include all our employees in these discussions and allow feedback to confirm our initiatives are useful and working.

Creating a feedback culture that allows the voices of all your employees to be heard will create an amazing foundation and environment for diversity to flourish. Nailted helps companies create the right feedback-driven culture for them, fuelled by recognition processes and feedback loops that allow them to enter a cycle of continuous improvement. Book a demo with one of our People & Culture experts and see it for yourself!