The Human Resource department has evolved a lot in the last few years. An organization becomes a welcoming and hospitable environment for employees only when it includes efficient policies in its implementation. The three most crucial parameters followed in today’s Human Resource Management are: Diversity, Inclusion and Equality. Its application is widely accepted by many organizations across the IT sector as well as other industries. Each and every organization needs a highly skilled and innovative Human Resource department to achieve remarkable success by implementing these factors in their business.
This entire blog sums up the basic concept behind Diversity, Inclusion and Equality in Human Resource management. The blog highlights on how covid-19 has impacted employees working quotient and merits of implementing these 3 vital features in Human Resource. A few limitations of diversity and inclusivity at the workplace are also discussed below.
Human Resource contains several disciplines underneath it. Depending upon capabilities, work experience and exposure of an employee, an organization can implement diversity, inclusion and equality at its working model. It holds quite a significant position in the management of an enormous workforce. Eventually, it ends up in the company's overall growth and dynamics.
While HRM has been known from ages, its rediscovery process has been necessitated by the unforeseen market conditions, changing demands of the employees, increased competition and rapid technological advancement. By putting the mind capabilities along with the systems to the proper use, this single inexhaustible resource, i.e. human resource, will help in finding solutions to the social and material problems faced by mankind.
What led to the implementation of Diversity, Inclusivity and Equality in today’s workplace?
The “Great Resignation” and in order to curb racial discrimination, certain companies in United States, and others around the globe are moving towards diversity and inclusivity at their workplace. After our globe was hit by the deadly coronavirus, it even affected the entire race of employees all over the World. The sole reason for so many people quitting their jobs is mainly the job satisfaction and better work-life balance. In order to eradicate social injustice and imbalance caused in the society, major MNCs are promoting the conversion to a diverse and inclusive working environment.
Do you know which are the best HR policies followed today in the industry?
These are the top 3 best practices followed under the HR realm post-pandemic:
What does diversity mean in Human Resources?
When an organization hires professionals from different castes, creeds, genders, career backgrounds, and skills, that's when they have implemented diversity into their work environment. The working team consists of people from diverse cultural backgrounds, thereby bringing in more innovative ideas to the ongoing projects. Diverse culture reflects the image of a holistic society.
The United States of America, for instance, strictly implements diversity at its workplace. It respects each and every individual as a human being first. It tries to fill the gap between diverse cultures. Globally, the other nations also are progressing with this vision. All across the globe many companies are shifting their working pattern to a diverse work culture.
What does equality mean in Human Resources?
When an employee receives fair and equal opportunities at the workplace, that's when you call it an equality factor in corporate work culture. Obviously, it's basic human nature to get appreciated and applauded for their hard work. Who does not want to get recognition in front of their co-workers!
Every employee deserves respect and value at work from their peers and their managers. Simply, hiring and recruiting them does not finish up your task. It is something beyond that. Each and every employee must feel welcomed and respected at your workplace. Every individual loves their self respect immensely. Each employee has their 100% right to ask for equality and equal pay scale at their workplace.
Any person would never love to work in an environment where there is only one particular type of employee around them. For example, how will you feel working in complete 100 % male staff or only females in an office? Every employee should be given that respect, regardless of their locality, caste, creed, or sex. Even men and women must have the same valuation and pay scale at the workplace. Every employee loves to be treated in the same manner as the rest of the employees.
What does inclusion mean in Human Resources?
An employee will only love to work in the premises or working environment if the organization treats each and every individual fairly and respectfully. An inclusive environment promotes equal opportunities and resources for all employees, thereby targeting and fulfilling the company goals.
An inclusive environment gives rise to a healthy and clean workplace. Inclusion provides equal opportunities to even disabled people. Inclusion helps the organization in better decision-making, thereby generating efficient outputs.
According to Gartner, more than 50% of companies are targeting to include diversity and inclusivity in their workforce. It showcases an 800% increase in job postings for diverse recruitment. It is quite a challenging task for recruiters to implement all the 3 characteristics: Diversity, Inclusion, and equality at the same time.
Employees feel respected, valued, worthy, and supported and actively participate in office discussions when an organization promotes inclusion in their policies.
All three factors - diversity, inclusion, and equality are equally important. Even if one of them is missing at your organization, then it's a huge loss to the organization as well as the employee. These three factors are correlated to each other. The most alarming concern right now is removing the discomfort among employees regarding their working conditions.
Parameters that an employee expects from every HR team:
1. Fair and equal treatment
2. Accepting differences
3. Better decision making
4. Psychological safety
5. Building trust
6. Caring and belonging
7. Diverse culture
Which type of employee is considered as an ideal one for recruiting considering the new normal?
1. Highly trustworthy
2. Highly committed
3. Performance-oriented individuals
4. Interested in working remotely
5. Good and stable mental and physical well being
Merits of implementing diversity, equality, and inclusion at workplace:
1. Companies following diverse cultures are directly linked to it’s financial growth.
2. Companies with diverse and inclusive teams contain a high performing group of employees.
3. When employees feel included and covered, they tend to generate more output to their base company.
4. Most of the companies in the United States have observed the highest percentage of sales, more customers, and profitability with diversity, inclusion, and equality.
5. Employees and freshers give importance to diversity as a vital ingredient during the recruitment and selection process.
6. If you are following diversity at the time of recruitment, then you will have bigger masses of applicants from all over the world.
7. Your chances for hiring qualified candidates are higher when using the D&I policy.
8. It increases employee engagement and trust in their parent organization. It also boosts their concentration power on their office tasks.
9. Newer perspectives and innovative ideas come up in employees' minds with accepting diverse cultures. Diversity majorly depends upon the career path, gender, education, age, and creed.
10. Application of diversity into the workforce brings in better decision- making power to the team.
11. Companies following racial and ethnic diversity have higher chances for attaining success than their strong competitors.
12. Diversity and inclusion are directly proportional to the percentage of earnings.
How to implement diversity and inclusivity at your workplace?
The recent corporate trends consist of inclusivity and diversity. It is directly related to the company's profit margin and turn over. We all know that it is very complicated to implement diversity and inclusion at a workplace with large masses. But, yes it is not at all impossible. At the time of recruitment, the recruiters panel should not discriminate on the basis of one particular group of people. One should short list candidates across the entire realm of people. Companies using diversity and inclusion concepts are increasing by 17 % since 2011.
1. The CEO of an organization must be aware of bias faced by employees un-consciously.
2. Managerial team must communicate to the entire team about the injustice happening and ways to manage it.
3. The organization must promote equal pay for all employees, irrespective of their caste, creed, religion or appearances.
4. Organize a strategic training session on diversity, inclusivity and equality for all employees to bridge the gap of cultural differences.
5. The organization should respect and approve festival holidays of all cultures.
6. Shuffle and re-group the working teams on a regular basis so that to avoid conflicts among team members of different races.
7. Always plan surveys among employees and collect their genuine feedback to work on HR policies of an organization.
8. Always keep a track of changes in HR policies due to diversity and inclusion with fixed time periods. The HR team must be open for all suggestions.
9. The leaders and managers of the company should have a visionary goal for diversity, inclusiveness and equality.
10. Make a change in the hiring process while recruitment of new employees to the organization.
Limitations of Diversity and Inclusion
Every coin has two sides. Likewise, even this topic has both pros and cons of its own. It not only contains all good parts, but also some limitations as well.
1. There is an overflow of opinions with diversity and inclusivity at the workplace.
2. Diversity can over qualify some of the employees for their job role.
3. Sometimes, diverse teams can communicate less and encompass reduced teamwork among themselves thereby leading to loss to a company.
4. There is no smooth transition among opinions and ideas among diverse cultured teams.
5. Diverse teams can slow the decision making power of an organization.
6. It gives rise to cultural differences during group discussions and team meetings in the office.
What changes are needed in today's Human Resource system?
The Human Resource department should develop policies that are employee centric. The Human Resources department should not hesitate to implement the 3 most essential factors in the world of new normal: Diversity, equality, and inclusion. Due to the coronavirus pandemic, employees have lost zeal and zest to work enthusiastically for their careers and work. The HR department must take care of each and every small minute detail for the overall well being of all employees.
An ideal Human Resource committee always strives for their employees well being and overall growth of their company. Due to covid-19, HR officials must focus on cultural changes, and bring improvisation into remote working conditions. Human Resources must develop effective and efficient HR strategies. Timely feedback from employees is one of the best HR practices in the new normal. Application of diversity, inclusivity and equality is one of the best ways to effectively manage an entire crowd of employees.
Investing in the best Human Resource management system will help the HR team in your organization to work on the above mentioned parameters in a systematic way.
The HR system should be more agile in its working methodologies. Since Human Resources handle the entire life cycle of an employee, it has to take care of each and every minute detail. An employee always feels heard, secured and connected with diversity and inclusion existing at their workplace.
As we realize that the covid-19 pandemic has altogether altered how we perceive our lives, implementing diversity, inclusion, and equality simultaneously at the workplace will place you at the forefront.
Darren is a writer passionate about Technology, Business, and the evolving relationship between the two. He often tries to bring intriguing perspectives to otherwise familiar ideas, striving to help his audience reimagine the ever-changing tech landscape. He works as a blogger and content marketeer at GoodFirms—a leading review and rating platform built to help brands pick the right service providers for them.