{"id":6573,"date":"2018-11-01T10:31:19","date_gmt":"2018-11-01T17:31:19","guid":{"rendered":"https:\/\/www.knowledgecity.com\/blog\/?p=6573"},"modified":"2024-04-18T14:18:26","modified_gmt":"2024-04-18T21:18:26","slug":"promoting-diversity-workplace","status":"publish","type":"post","link":"https:\/\/www.knowledgecity.com\/blog\/promoting-diversity-workplace\/","title":{"rendered":"Promoting Diversity in the Workplace"},"content":{"rendered":"

Staffing your team with a wide range of viewpoints and talents equips your company with a broader variety of insights and abilities\u2014 resources that can then help your business navigate challenges and discover new paths to success. It\u2019s a concept often boiled down to one buzzword: diversity.<\/p>\n

\"Diverse<\/a><\/p>\n

But, authentic diversity is much more powerful than your average boardroom lingo. In fact, companies with more diverse executive boards are 35 percent<\/a> more likely to financially outperform industry medians, and inclusive teams make better business decisions 87 percent<\/a> of the time.<\/p>\n

So, how can you make sure diversity is more than just a catchphrase in your office?<\/p>\n

3 To-Dos for Authentic Workplace Diversity<\/h3>\n

Nix the \u2018culture fit\u2019 concept<\/h4>\n

At first glance, it might seem like a good sign that everyone on your team enjoys sailing or that your entire senior leadership team hits the links each weekend. But take another look, and you might realize you\u2019ve confused homogeny for harmony.<\/p>\n

When challenges pop up, do you want every hand raised to offer the same solutions, or would you prefer a variable menu of unique opinions and options. This is one potential downfall of the ubiquitous \u201cculture fit\u201d hiring concept – ending up with a bunch of carbon copy colleagues.<\/p>\n

Additionally, if you ask an executive about diversity, he or she will likely talk about the importance of representing different religions, genders, races and abilities. But what about social class? Overlooking this category is a big misstep, especially when you consider that \u00a097 percent<\/a> of individuals from working-class backgrounds report that their social class background affected their work experience.<\/p>\n

In one study of \u201cculture fit\u201d bias<\/a>, employers overwhelmingly favored higher-class men to lower-class men, despite identical work and education credentials. Why? Elite-class candidate resumes listed \u201ctraditionally upper-class hobbies and sports,\u201d like sailing, polo, and classical music. Meanwhile, the lower-class candidates gave themselves away with less-posh interests, like soccer and country music.<\/p>\n

Offer more than training<\/h4>\n

First off, don\u2019t make diversity training mandatory. This might seem counterintuitive. However, employees who are forced to attend diversity training often respond with anger and resistance<\/a>\u2014and many participants actually report more animosity toward other groups afterward. The good news is that people respond very positively<\/a> to voluntary training.<\/p>\n

While your first instinct might be to launch your new diversity program with a single, must-attend seminar for all employees, studies show you\u2019ll get better results<\/a> by investing in ongoing, voluntary training that opens up dialog about real issues.<\/p>\n

Walk the talk<\/h4>\n

Most U.S. companies claim they\u2019re committed to diversity. Yet only\u00a05 percent<\/a>\u00a0of Fortune 500 CEOs are women, and only six<\/a> of those companies have three or more women in the c-suite.<\/p>\n

Before you pour time, energy and money into a diversity program, make sure it\u2019s something you\u2014and your entire leadership team\u2014are truly invested in and prepared to follow through on. If not, you run the risk of appearing disingenuous to current and potential employees, as well as would-be clients.<\/p>\n

As Michael Gaston, CEO and founder of Cut.com, recently told Forbes<\/a><\/em>,<\/em> \u201c[Diversity training and consultation] may be important and transformative tools, but if we don\u2019t structure diversity into the very foundations of our business, nothing else we do really matters\u2026Leaders need to understand this innately \u2014 and operationalize inclusion as both an ethic and a strategy.\u201d<\/p>\n

\"workplace<\/a><\/p>\n

Launch a better training program ASAP<\/h3>\n

Are you ready to rev up diversity in your workplace with help from innovative, engaging training<\/a>? If so, visit KnowledgeCity<\/a> to learn more about our powerful, intuitive hassle-free online learning management system and cutting-edge online learning and development courses that will keep you on the forefront of your industry.<\/p>\n","protected":false},"excerpt":{"rendered":"

Staffing your team with a wide range of viewpoints and talents equips your company with a broader variety of insights and abilities\u2014 resources that can then…<\/p>\n","protected":false},"author":5,"featured_media":6575,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":""},"categories":[4001,120,126],"tags":[1295,77,1213,1289,571,1305,1215,1291,1299,1303,1301,1307,1297,1293],"acf":[],"yoast_head":"\nPromoting Diversity in the Workplace - KnowledgeCity<\/title>\n<meta name=\"description\" content=\"Learn how to foster diversity and inclusion in your workplace.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.knowledgecity.com\/blog\/promoting-diversity-workplace\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Promoting Diversity in the Workplace - 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