Exploring how to successfully navigate the very complex subject of diversity. Diversity and inclusion has become an increasingly important focus for managers and organizations. It is the key to understand how the inevitable social diversity within groups can be developed as a productive team and utilized to become an asset rather than a source of conflict and prejudice. Managers need to understand and learn how to adjust to workplace diversity. Learning how to embrace, and how to assemble a well diverse team could make the difference between success or failure.
Definition of Diversity: Composed of different elements and qualities
Be a better manager; Learn how to deal with diversity.
Diversity is one of many issues a manager faces in today’s work place. Learning how to deal with diversity is crucial for success. Since the retirement age is no longer 62, and because we live in a society made up of different cultural, religion and ethnic groups. The role of a good manager is to adapt and put together the best possible team to accomplish the job, regardless of stereotypes or any of the traits mentioned.
Diversity means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet, have made the marketplace a global concept. In order for companies to survive in today’s market they need to be able to manage and utilize its diverse workplace effectively. Managing diversity has be a part of the culture of the entire organization. For diversity and inclusion to become embedded in the organization, leaders should pursue changes in processes and systems. Companies should transparently measure diversity, and managers should be held accountable for outcomes as well as their own behavior. Embracing differences, might not be an easy path, but it is wise to consider how to manage doubts, and discontent without alienating anyone.
Managing diversity effectively is key to leveraging the advantages and minimizing the disadvantages of diversity in the workplace. Research shows that one of the biggest sources of bias at companies is a lack of diversity of thought. Managers benefit by listening to employees who think differently. Essential tools a manager needs to deal with diversity include, but not limited to the following.
Communication, transparency: Emphasize communication; ensure all employees understand company policies, procedures, safety rules, and other important information. Be clear as to what’s expected, and what not tolerated. Work to overcome language and cultural barriers by have key materials, such as safety information, translated when possible. Use pictures and symbols on warning signs so that everybody can understand.
Avoid stereotypes: View employees as individuals: Avoid both positive and negative stereotypes. Don’t make assumptions about employees from different groups. Judge successes and failures individually. Respond promptly and firmly when an employee express prejudices or stereotypes. Remind them of your policies that prohibit discrimination. Encourage employees to view co-workers as individuals and judge them on their work, not on personal factors. Establish mandatory employee educational training to address discrimination. Keep in mind that respect and tolerance should the core of great team.
Create a healthy work environment: Assure that work teams reflect the diversity of your workplace. Encourage employees to work in diverse groups. Diverse work teams allow employees to know and value one another as individuals. A well created, diverse team will expand the experiences and views of all the workers on the team and help them recognize their strength of their combined talents and perspectives. Be proactive, all of this comes from the top. It is up to a good manager to show, not tell, by embracing all kinds of employees.
Be objective, open-minded, and flexible: Expect all employees, regardless of backgrounds to meet required standards and perform to the best of their ability. Avoid setting different criteria for different groups. Do not allow, or make excuses to justify shortcomings. All employment actions should be based on specific performance related criteria, including disciplinary actions. Keep your focus on job-related issues, not personal issues, separate personal believes, when dealing with employees. Remain open-minded and flexible by recognizing and encouraging employees to recognize, that one’s own experience, background, and culture are not the only ones with value to the organization. Be a leader, set the example for others to follow, if one as a manager does not encourage diversity, your co-worker and employees will not either.
There are great tools available to address diversity and inclusion. If you want your diverse team to thrive, here are things that can help any manager achieve that goal.
Communication: Just like in any social relationship, communication is key. A manager needs to set crystal clear rules that everyone within the team knows and can follow. Leave no room for errors, check for any ambiguities or misunderstandings.
Group pictures: A group picture gives the group a sense of identity and pride. A picture shows the team as a unit, giving the team a sense of belonging; They begin to see themselves more as a team, rather than just an individual.
Take the time arranging relationship-building exercises. This type of activities allows each member to get to know their co-workers.
Establishing company social gatherings, such as company team outings. Set team lunches on a regular basis, or breakfasts on Fridays.
Regular team meetings, where the members of the team can express their opinion and points of view. Create a time, or dedicate a section of the meeting to address diversity issues. Allowing the team member to talk about their background, culture, points of view.
Use visual aids. Posting videos addressing company policies which are accessible to employees is vital, especially on discrimination policies. Lack of understanding feeds discrimination. Also, posters that promote diversity and inclusion
Hold quarterly trainings for the entire staff. Encourage discussion, and feedback on how you, as a manager, and the company can improve and better manage workplace diversity
Establish a way to get feedback from the team on how to improve diversity on the workplace, either via email, or a drop box.
Treat complains of discrimination or favoritism seriously. Have a process in place for investigating and dealing with these types of issues.
Employee assessments and reviews. As a manager, you probably already conduct review and assessments. When preparing these reviews, examine the employee’s attitude, focus on how they work with others. Promote and reward good behavior. Establish periodic reviews and let your team know how they are doing. Acknowledge good work by saying “thank you”. It could be as simple as awarding them with a special lunch as a team, or tickets to a movie.
Not only is the public increasingly aware of the issue of diversity, but employees are also expressing stronger views on diversity and inclusion. Millennials are a clear example, they view inclusion as a mandatory part of corporate culture, defining how the company listens to them at work. As awareness grows around diversity and inclusion, it has become more important for talent acquisition. Many employees are now demanding transparency. For younger workers, inclusion is not just about assembling diverse teams, but also making sure that everyone is heard and respected. Companies and managers alike need to align their approach with the expectations of their employees, or risk losing talent to their competitors.
Diversity and inclusion are undergoing change. As employee demands shift and diversity receives greater attention globally, the private sector’s responsibilities to create inclusive workplaces will continue to grow. As the large Baby Boomer population ages, the need to broaden the focus on diversity and inclusion to account for the elderly in the workplace will increase. In inclusive organizations, the way people operate will shift, and the everyday language of the business will change. There are many tools and resources available to assist management in creating a safe, diverse work environment. A manager’s best skill is the ability to effectively channel his or her employee’s strengths so that they can merge together to ease and improve operations.