Imagine a bustling marketplace overflowing with vibrant colours, exotic spices, and languages that tickle your ears. This is the power of diversity. Now, imagine the same marketplace but with only one vendor selling the same bland bread. Unfortunately, that’s the reality of many workplaces. Companies hype values like innovation and resilience, yet their teams lack the richness of diverse perspectives. It’s like building a house with only bricks. Sure, it might stand, but it’ll be cold, uninviting, and prone to leaks.
Companies tout their commitment to innovation, resilience, and diverse perspectives, but their teams often look like clones of the same person, churning out the same ideas. Diversity, equity, and inclusion (DEI) aren’t just buzzwords; they’re the secret ingredients that bake success. A team with various backgrounds, experiences, and viewpoints is like a bakery filled with an array of breads, pastries, and cakes. Each creation brings something unique to the table, tantalizing taste buds and satisfying every craving.
However, I must now impart some unpalatable truth.
In one busy Asian company, Maya (imaginary character), a marketing whizz, felt stuck. She outsold everyone, yet promotions flew past her, landing on desks of less capable men. An old, dusty rule whispered – men make better bosses. Across town, Soham (imaginary character), a coder from a humble village, poured his heart into his work, but his brilliant ideas were met with polite shrugs. His accent and his background, like a label, marked him as “less than.” It was like building a mighty ship with just half its wood, weak against the storm of competition.
Women like Maya, no matter how smart or hardworking, faced an uphill climb against old beliefs. People like Soham, full of potential, were judged not by skills but by where they came from. The vibrant marketplace of their potential was shrinking to a single, dusty stall.
Let me now share some interesting information. Studies reveal companies embracing diverse teams see a stunning 35% financial return boost compared to their less-inclusive peers. There’s more! The “big four” consultancy Deloitte crunched numbers and found diverse companies have 2.3 times higher cash flow per employee over three years. 99% of Gen Z, the next generation of talent, say diversity and inclusion are crucial in their workplace, with 87% calling it “very important”. They don’t want a bland, one-size-fits-all environment. They want a vibrant tapestry of perspectives. These numbers scream one thing: diversity, equity and inclusion aren’t just buzzwords. They’re the key to unlocking the company’s true potential. More than a decade ago, Dr Edward E Hubbard, the CEO of Human Performance Consulting, found that a well-trained, diverse workforce produces six times higher results than homogeneous teams.
What is DEI?
Diversity, equity, and inclusion in the workplace refer to the efforts that are made to build awareness and modify attitudes, behaviours, and practices to create and maintain an environment that is diverse, equitable, and inclusive. DEI go beyond merely recruiting a varied staff; rather, it is about cultivating a culture that acknowledges and appreciates the value of diversity. It means making the workplace a place where everyone feels safe, welcome, and free to be themselves at work.
Importance and Benefits of DEI in Bangladesh
It is no longer only a moral obligation to embrace DEI; rather, it is a strategic benefit to do so. Research has repeatedly shown that organizations that are diverse and inclusive perform better than their competitors. Companies that make diversity and inclusion a priority reap the benefits of higher creativity, enhanced employee morale, and overall improved performance. It is possible for workers to contribute a wide range of ideas, experiences, and insights to the table when they come together from different backgrounds and views. This may be a driving force behind creativity and problem-solving. Having a diverse range of perspectives may result in solutions that are both more innovative and more successful, providing businesses with a competitive advantage in the rapidly evolving and fast-paced business environment of today.
There are a multitude of advantages that come with embracing diversity and inclusion, and they are far-reaching. In the first place, businesses that cultivate an inclusive atmosphere are better able to both recruit and keep the best employees. Employees are more likely to remain with the firm and do their best work when they have the sense that they are appreciated, respected, and involved in the organization.
Secondly, organizations that are diverse and inclusive are more inventive. When individuals who come from a variety of experiences and points of view work together, they bring with them a variety of distinct ideas and methods to the table. This variety of thinking has the potential to result in ground-breaking breakthroughs and innovative solutions that are vital to the expansion of a firm.
Finally, diversity and inclusion are beneficial to the involvement and morale of staff members. When workers have the perception that their ideas are valued and that their voices are heard, they are more engaged in their work and more driven to perform to the best of their abilities. Consequently, this gives rise to increased production and improved results for the firm.
Challenges in implementing DEI
Despite the apparent advantages of diversity and inclusion, it may be difficult to implement successful measures. Many struggle to overcome unconscious prejudice. Everyone has a prejudice, whether they realize it or not. Biases affect many of our decision-making processes. These processes include hiring, promotions, and project assignments. To create a fair and equitable workplace, knowledge, education, and ongoing efforts are needed to eradicate unconscious prejudice.
Another obstacle is making diversity and inclusion initiatives more than just tokens. Companies need a diverse staff and an inclusive environment where everyone feels appreciated and has equal opportunity to thrive. This requires a cultural change and commitment from leaders and workers at all levels.
Creating DEI strategy in Bangladesh
For organizations to successfully embrace diversity and inclusion, they need a plan that is clearly stated. A strategy for diversity and inclusion should include a description of the goals, objectives, and action plans that will be implemented to make the workplace more inclusive. It should contain initiatives, policies, and programs that are designed to solve the specific difficulties and requirements that are special to the organization.
It is a good idea to begin the process of designing a diversity and inclusion plan by doing a comprehensive evaluation of the present level of diversity and inclusion within the organization. You may be able to discover gaps, places for development, and chances for growth with the assistance of this evaluation. Additionally, it has the potential to provide significant insights into the life experiences and points of view of workers who come from a variety of backgrounds.
After the evaluation is over, it is essential to establish objectives for diversity and inclusion that are both specific and quantifiable. These objectives have to be in accordance with the overarching purpose and values of the organization. They should be detailed, attainable, and time-bound, which will allow for frequent monitoring and assessment of the progress that has been made.
In order to make the workplace more diverse, equitable, and inclusive, the following are some practical approaches to do so:
To be a leader who leads by example: Always be open and honest, use language that is welcoming to everyone, and treat everyone with respect. Foster an environment of open communication and pay attention to the comments made by your staff.
Develop a culture that values respect: Try to make sure that everyone feels appreciated and protected. Maintain open dialogues on inequality and promote involvement from all parties involved. Create opportunities for cooperation amongst the various groups.
Encourage behaviours that are inclusive: When advertising jobs and communicating with others, use language that is inclusive. Check your hiring procedures for any signs of prejudice, and make sure that interview procedures are consistent. Allow for flexible vacations, quiet areas, and support services to be made available.
Put money into DEI: Training on diversity should be provided, employee resource groups should be supported, and workers should relate to possibilities for financial support. Check in on your progress and adjust as needed.
Training and education help to promote DEI
We need widespread training and education to raise DEI in the workplace. The development of an inclusive workplace, cultural sensitivity, unconscious bias, and inclusive leadership are all topics that should be included in regular training sessions offered by corporations. Attendance at these training courses is mandatory for all employees, but especially for those in managerial and supervisory roles.
Companies should not only provide employees with formal training but also with chances for ongoing education and access to relevant resources. This could include things like online reading materials, seminars, webinars, and courses that promote diversity and inclusion. Companies may encourage their employees to take an active role in promoting diversity and inclusion by equipping them with the knowledge and tools they need.
Continuous dedication, effort, and investment are required to establish a workplace that is genuinely diverse and inclusive. For this reason, it is necessary for organizations to question the current situation, confront the issue of unconscious prejudice, and establish a culture that acknowledges and appreciates diversity. More creativity, enhanced morale among employees, and improved corporate performance are some of the advantages that cannot be denied.
Steven Covey, one of the highly respected management gurus, rightfully said, “Strength lies in differences, not in similarities.”
Author: Fatema Nawar Silme
