Getting quick results from diversity initiatives
There is a myth that diversity and culture change initiatives can take too long to see results for business owners. While some long-term changes can time to embed, businesses can get quick results from diversity initiatives. There is more to equity, diversity and inclusion than a long-term strategy and we are sharing some of the quick wins that you can expect.
Workplace compliance with employment law
Employers need to operate within the Equality Act, 2010. This is a crucial piece of employment law that says employees should not be discriminated against based on a protected characteristic.
These characteristics are:
age
gender reassignment
being married or in a civil partnership
pregnancy and maternity leave
disability
race including colour, nationality, ethnic or national origin
religion or belief
sex
sexual orientation.
The protection starts from the moment someone applies for a role until after their time at the business ends. So, if you discriminate against someone in the hiring process, you are at risk of a discrimination claim being brought against the business. That’s why being aware of what discrimination is and what it looks like is important for everyone in the business.
Being aware of our unconscious bias
In 1952, the Boston Symphony Orchestra held “blind” auditions. The musicians were seated behind a screen so that they were judged on their abilities alone. It surprised researchers that men were still offered more positions than women.
Then the auditions were held barefoot.
When the sound of the shoes walking on stage was removed from the process, 50% of women made it through the first round of auditions. This demonstrates that even the smallest signifier can influence our decision-making and unconscious bias.
As we know from the Equality Act, the protection for certain characteristics begins from the start of the application process. So, being aware of unconscious bias is important for all managers, especially those involved in hiring.
Research finds that even the names on the CV can influence subconscious decision-making in hiring managers. Knowing that you can make decisions in this way means that you can put techniques in place to avoid being swayed unintentionally. Something as simple as removing all personal information from a CV for a blind review can mitigate this. These are the kinds of techniques which can be learned through diversity initiatives and give employers a quick win that can be used straight away.
In fact, all of our equity, diversity and inclusion training can be implemented straight away, and the business can start to see the benefits.
People feel safe
Diversity isn’t just about protected characteristics. We all have different ways of approaching challenges, thinking and reacting to situations. Giving managers training in how different personalities act can allow them to adapt their management style to help your people feel safe and welcome at work.
For example, changing the way a manager approaches an employee about “having a chat”. Some employees will take the chat at face value - that the manager has something to discuss with them. Other employees will spend the time worrying about the chat and thinking they are in trouble, even if it’s a positive discussion.
By adjusting the approach to the individual, the manager can make sure their people feel comfortable in the run-up to the discussion. They have time to prepare if they need to and can concentrate fully on work until the meeting.
Having the diversity training that gives managers this level of awareness results in more productivity with employees because they feel safe and have all the information they need; in the way they need it.
Employees feel heard
Diversity initiatives are also about the diversity of thought. We’ve already discussed how different approaches can get different reactions from people. Another quick result from diversity initiatives is that your employees feel heard.
When you have different ways of thinking, you will often have people who are more able to speak up in meetings and share their ideas. Being aware of this through equity, diversity and inclusion training means that managers make space for everyone to speak up, even those who don’t usually contribute.
By creating this space for employees to feel heard, your business will get more innovative ideas to approach challenges and will start to work in a more cohesive way. While some of these shifts in behaviour change might take longer, the feeling of being heard is an instant outcome for many employees.
This increases their levels of productivity, loyalty to the business, and a sense of belonging. When people feel heard, they are also less likely to have a negative attitude and therefore bring a more positive mindset to their work.
It puts values into action
Finally, diversity initiatives are the fastest way to show that a business is putting its values into action. Employees can be cynical when their employer says they embody certain values but don’t demonstrate them in the workplace.
For company-wide values to be embedded, they need to be seen through the actions of the employer. By signalling to your people that they are valued equally, it shows them that the business is taking action and not just ticking a box.
Quick results from diversity initiatives
It is possible to get quick results from diversity initiatives. Businesses can see positive changes from the day after training, especially where support is available to help implement the new skills.
Find out how we can help with your equity, diversity and inclusion training here.