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“You cannot mandate productivity; you must provide the tools to let people become their best” Steve jobs. With the growing competition and increased globalization resulting in changes in the demographics, firms worldwide have recognized the emerging heterogeneity. This makes diversity and inclusivity management one of the latest HR developments for worldwide organizations that remain competitive in the market, which calls for an open and inclusive work culture as one of the key differentiators.
For a Productive workplace to function right, there is a need to build a culture where everyone feels valued and heard, be it the employees or the clients. Current HR representatives are making sure to have diverse streams of the community into the mainstream, drive innovation, and long-term sustainability of the organization. This caters to a diverse client base which in turn brings unique approaches in developing the potential idea, fostering innovation with various employees who fully realize their talent.
An essential role of HR professionals lies in age-old management and leadership and empowering a diverse culture. One such is a respectful and inclusive environment that allows each employee to learn, grow and participate in the company. Inclusivity can be done by Recruiting a diverse.
workforce, inclusive of people of various ages, ethnicities, religions, and world views. With such diverse backgrounds and characteristics, we are left with efficient, high-performing, innovative Workmen.
The current HR trend is to provide an opportunity for the workforce to learn, grow and contribute to the organization’s success by promoting diversity, equity, and inclusion.
One of the most common ways of monitoring diversity is through Audits. Audits are not only for current employees but also are being practiced in recruitment processes allowing it to be an effective measure for progress. Along with Audits, mentoring has been adopted widely to foster talent early, ensuring that diverse individuals are aware of the opportunities.
“We care deeply about hiring, retaining, and progressing a workforce,” says Google.
“We often forget the ‘I’ in the D&I conversation,” says Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of the Society for Human Resource Management highlighting the necessity of both diversity and inclusion.
The major challenge for the Human resource department has a culture where a diverse set of people are welcomed and are felt included. The main goal is - employees need to see that inclusive behavior is a core competency.
As for Inclusivity and diversity in the organizations, we see them allotting a diverse set of programs and programs. The signature annual diversity and inclusion conference of Microsoft called Confluence conference is the annual diversity and inclusivity conference, which imbibed empathy, awareness of stereotypes and myths, and a whole experience of those with physical and cognitive impairments, dealing with misconceptions about hiring people with disabilities and gender diversity.
Inclusivity is usually achieved by spreading awareness and acknowledging that to everyone present in the firm. Therefore, firms are adapting inclusion councils which comprises a group of eight to twelve influential members, usually one or two levels below the CEO
‘As HR practitioners, we take for granted when we say to leaders that they need to be inclusive that they know what we mean.’ -Dianne Campbell.
Recently, we have also witnessed the Human resource department allotting a separate D&I, i.e., Diversity and inclusivity department in their firms which analyses its professional development offerings to ensure managers are provided with opportunities to learn to manage diverse workgroups. Here, members talk about dealing with case studies of real-life scenarios, integrating with them, and making appropriate decisions.
Apart from these being taken care of, firms are also taking physical and mental wellness into account and are issuing policies and industrial benefits such as the ones Myntra has adopted. AS part of their revised leave policy, Employees now can exercise various benefits. For example, unlimited Wellness.
Leaves, Wedding leaves which are same-sex partner inclusive, care leaves for up to 14 days, Vacation leaves, Sabbatical leave every three years, encouraging the advancement of their skillset.
Diversity is no longer a good thing but a necessity to be at par with the current competitive market to deliver a sustainable world. HR representatives acknowledge that a diverse and inclusive organization can deploy a wide range of knowledge and skills, letting them reach out to a diverse set of clientele base and motivate workers from different backgrounds to give their best. By creating such an environment, an organization can enhance employee satisfaction, retention, productivity, and benefits of community and the world.
--- Kavya
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