In the last few years, many companies have been making diversity, equity, and inclusion (DEI) a higher priority, focusing on creating a company culture where anyone can feel comfortable and supported. Building this environment takes an empathetic approach and a firm grasp of how a diverse and supportive company culture fosters productivity, engagement, and success.
For modern leaders in virtually every industry, matters of DEI continue to be a critical component of teambuilding initiatives. Research has shown that a strong emphasis on diversity in the workplace can be financially beneficial to the company, as well. Even though the benefits of a diverse and supportive company culture are plentiful, there are still a number of industries—from tech to law; science, technology, engineering, and math (STEM); finance; and sports—that could benefit from an infusion of diversity.
However, the outlook for diverse and supportive company cultures can’t possibly improve without solid strategies dedicated to meaningful change. In a recent survey, 80% of employees surveyed wanted to work for a company that values DEI. In a hiring environment that’s increasingly competitive, organizations can better attract talented and dedicated employees by emphasizing the beneficial approaches to DEI.
Here are some approaches that can help leaders incorporate such change and create better working environments for all stakeholders.
Understand Why Diversity Is Important
Leaders and business owners who understand why diversity is important in their organizations are more likely to work hard to develop a supportive and diverse work environment. The best leaders understand that diversity makes their organizations stronger and know they can count on lower turnover and heightened job satisfaction if they make diversity a priority.
A focus on diversity and inclusion helps build the overall company culture. Leaders who are willing to put time and effort into DEI initiatives understand that each individual team member is shaped by who they are, their families, their experiences, their beliefs, and their backgrounds.
Team members aren’t just a statistic—they’re human beings. Recognizing their uniqueness allows leadership to build a stronger, more cohesive team overall wherein each team member has equal opportunity to build their careers and the ability to succeed.
Fostering Inclusivity
There are several ways to better foster DEI and a supportive culture within a workplace. Building a workplace based on merit and skill allows employees’ skills and performance to shine through, but even in an environment like this, their background may need to be taken into consideration if it applies to their performance or ability to access the tools required to do their job.
Leaders should strive to gain a better understanding of systemic barriers to success such as racism, sexism, and homophobia that can stand in the way of employee progression. Considering these known barriers and weaving knowledge of them into DEI training and organizational initiatives allow those who would otherwise be negatively impacted by them to thrive in the workplace.
Organizational leaders can also foster a culture of inclusivity and support by providing accommodations to those who may need them because of a disability. Allowing open-door policies for employees to feel comfortable revealing their needs and accommodations provides leadership with the means to offer tools and assistance so employees can better fulfill their roles within the company. These may include special seating at desks, tech tools, and learning management systems, as well as tools for the hearing- or seeing-impaired.
Part of accommodating employees also means providing an environment where all employees—even those who don’t have disabilities or other challenges—feel safe and accepted. Examples of this include unisex bathrooms, quiet areas, and food options for the break room that cater to different dietary needs.
Hire for Additions to Culture
Creating an inclusive and supportive company culture begins with the hiring process. For this reason, leaders should hire employees who would easily become additions to their company’s culture rather than only hiring for the “perfect” fit or trying to mold new hires into a culture they may not align with.
With that said, if a company’s leadership is aware of the type of supportive and inclusive culture they wish to build, they must also know what kinds of people would positively add to that culture. Attempting to find a perfect cultural fit with each hire can lead to an extremely homogenized work environment, whether intentional or not.
The Morale Boost of Diversity
When leaders are committed to achieving far-reaching DEI within their organization, a boost in teamwide morale is sure to follow. Variety within a diverse employee base can help feed other team members’ creativity with different points of view that can help the company grow. With strong DEI initiatives, the talent pool within a workplace will be vastly improved, with meaningful and growth-minded ideas helping the business ultimately succeed.
Wynne Nowland is CEO of Bradley-Parker.