Insider HR, November 9, 2017

5 key steps to implementing a successful diversity program

This article provides five key points that HR leaders should keep in mind to create and implement a successful diversity policy at the workplace.

• Train and sensitize employees: HR leaders need to encourage and train their current managers, leaders and staff to develop an inclusive mindset and the behavior and attitude that one should demonstrate while working with people from different backgrounds.
• Understand the various elements of a diverse workgroup and map which one will fit your business DNA.
  Diversity at the workplace can be of various types; gender diversity, cultural diversity as well as inclusivity of differently-abled employees. Depending on the nature of your business, the clients involved, and the skills and capabilities required, diversity strategies should be put into place.
• Don’t diversify for extremely short-term goals like an award – give it time.
  Diversity takes time. It cannot be included in the DNA of the workforce overnight. One of the most difficult things is change and tougher than that is to sustain the change. The diversity program of any organization has to start months before recruiting employees from diverse backgrounds and cultures.
• Keep it strategic and inclusive.
  The diversification strategy has to be devised to include all elements and departments of the business. It cannot only be an HR initiative and just limited to recruitment. There have to be long-term plans to include this diverse workforce in all elements and hierarchies of the business. The true essence of the strategy will come into play when organizations understand that diversity policies and investments truly impact the profit lines of a business and it is not just a cosmetic aspect of the organization.

Avoid pigeonholing people.
Nothing kills a diversity initiate like stereotyping people and cultures. Especially during employee training sessions, special care has to be taken to ensure that the messages and learning imparted is not stereotypical in nature. This can only prevent a diverse workforce from functioning seamlessly as people from any culture hate to be pigeonholed.