Diversity and inclusion are very broad concepts that cover so many aspects of who we are, what we do, how we do it and why. Discussing HR’s impact on diversity and inclusion in the workplace can be a conversation on anything from recruitment, performance, training, development, strategy or growth.
The most immediate concern for businesses is to ensure that they are operating under a legally compliant framework. Having the right policies and procedures in place ensuring that both the employer and employees are educated and protected with regarding to diversity is critical.
The next step is to review and implement strategies to ensure the employee population within the business represents varied cultural, academic and professional backgrounds. Also to ensure that there is a natural balance of gender, age and race represented.
Lead by example
Diversity and inclusion filter down from the ‘top’; it’s about having a senior management team who believes in it and acts on it; leading by example! Building a diverse team is a great starting point to delivering on your diversity goals. Ensuring that you approach your recruitment with diversity in mind can seem challenging. However, there are three simple steps to take:
1) Write a clear job description covering all aspects of the role
2) Ensure that you post the role in the appropriate places to attract diverse talent
3) Make sure your selection processes increase rather than decrease talent variance
Helping employees to feel included
Turning your diversity process into an inclusion strategy takes a little more effort. For an employee to feel included in their workplace they need to have the confidence that they will have equal opportunities during their entire employee life cycle. From the job advertisement, the employer brand, fair treatment in the hiring process. How they are managed, trained, developed evaluated and promoted. And then how they are governed, structured and protected under the letters of the law.
Develop inclusive strategies to gain your employees trust and confidence. Communicate openly with your employees, welcome and act on feedback, and most importantly deliver your promises.
The difference between a business with a diversity policy and a truly inclusive business is that you can hear the diverse voices at every point of engagement, through its bottom-line performance, its people and its plans for future success.
Real diversity around your table enables capability and creativity of the kind that is hard to imagine.
Diversity and inclusion support
Thanks to Gemma Murphy, Director of View HR for her timely blog during Black History Month. Speak to one of the ViewHR team to discover how they can help support your management team to create a more diverse and inclusive culture in your business.
Committed to anti-racism
Our ambition is to advocate towards a more inclusive environment for all at Dorset Mind. This commitment helps us achieve our mission to celebrate and promote diversity.
We support equality and inclusion within Dorset Mind. From our recruitment process and throughout people’s journeys with us to allow applicants to understand our core values. These are underpinned by our Equality, Diversity and Inclusion Strategy and Policy.
Dorset Mind strives to be a diverse and inclusive charity where we can ALL be ourselves.
And this is just the start of our intentions to reach racialised communities, whom we know suffer great mental health issues and barriers to accessing mental health support.
If you need help, we offer a range of 1-2-1 and group support – which you can find here.
Alternately, take a look at our mental health resources where you can find support for Black and Ethnic communities here.