Managing Diversity

and Inclusion in the

Workplace
Group 3
WHAT IS DIVERSITY IN THE WORKPLACE?

Diversity in the workplace refers to the range of individual

variances within a company. Diversity encompasses both how
people identify with themselves and how others see them.
Race, gender, ethnicity, age, religion, marital status,
citizenship status, military service, and other significant
characteristics between persons are all included in the
definition of diversity in the workplace. It also includes things
like mental and physical health issues.
The goal of diversity in the workplace is to foster an
environment where people from different origins, talents, and
cultural experiences are valued.
WHAT IS INCLUSION?

Inclusion in the workplace means that all the employees,

regardless of all their differences (in terms of age, race,
background, beliefs, or abilities) have the right to be respected
and appreciated as any other member of the organization.
In an inclusive workplace culture, all the employees feel that
they are valued and that they also add value to the
organization. Without an inclusive, none of your diversity
efforts will succeed. For that, you will need to educate staff
and leaders, listen and communicate effectively, and
implement effective strategies to build diversity and inclusion
in the workplace.
 1. Language barriers

Top 5 2. Misunderstanding
Challenges in
the 3. Workplace silos

Workplace 4. Lack of trust

5. Lack of confidence
The following are the main reasons why managing diversity in the
workplace is crucial:

Diversity results in employer-employee relations that are economically

1
stimulating.

Positive customer connections are made and established as a result of

2
diversity.

Diversity encourages innovation, creativity, and adaptability in an

3
organization’s operations.

Stabilized company growth and economic gain are made possible

4
through diversity.
 Strategies for
Managing Diversity
in the Workplace:
1. Build trust and
communicate with
your employees
Creating a trusting environment is
key to welcoming employees and
making them feel at home in the
workplace. Offer support, be
sensitive towards other cultures,
and send frequent follow-ups and
reminders. Facilitate communication
by being consistent.
2. Invest in language
training
Your international employees may
have a lot to say, but perhaps they
lack the confidence and tools to do
it in English. Access to professional
English training helps international
employees feel more confident at
work, and they also feel that their
employers and HR managers truly
care about their professional
development.
3. Educate your
workforce (and
yourself!)
Good leaders understand what it takes to
successfully manage cross-border teams.
Educate them on what diversity and
inclusion really mean. Help them understand
that it is about ensuring that everyone’s
opinions are considered, and that inclusivity
is a core competency. Help them overcome
biases and develop skills such as active
listening, encouraging collaboration, and
championing your company culture, and
establish clear diversity policies that
everyone lives by.
4. Provide employees
with the necessary
support and
resources
Once you identify underrepresented
groups’ needs, make sure you give
your workforce the necessary support
and resources they need to thrive -
not only for those underrepresented
employees but also for everyone else
(for example, by providing useful
articles on how to cultivate
workplace inclusion for blind
employees, if relevant).
5. Hold more
effective meetings -
for everyone
Everyday activities will have a bigger
impact on how included your
employees feel than anything else.
Meetings are a great place to start.
Some cultures are more assertive and
direct. Those tend to find it easier to
speak up, while others find it hard to
say no or disagree.
6. Review your
corporate
communication to
eliminate unconscious
bias
Make sure that all your corporate
communications represent your diverse and
inclusive culture. Review all your
communication materials (job descriptions,
website copy, brochures, etc.) and remove
unconscious bias. Include clear guidelines on
your company’s style guide on how to
communicate diversity and inclusion.
Strategic Decision
Making in Business
 Strategic decision-making is the process of

What is
comprehending the interaction of decisions and
their impact on an organization to gain an
advantage. Its true power lies in combining the

Strategic right decision with the right time.

To remain competitive, organizations must make

Decision decisions that minimize long-term risks and
maximize short-term results. Strategic decision-

Making? making combines the five decision-making steps

with the concepts of threat, opportunity, risk, and
countervailing factors to help your company grow.
 Helps Achieve Goals
Irrespective of the industry and size, every company has myriad
goals to achieve. They can aim for international competitiveness,
brand awareness, better customer service, or building industry
leadership. Strategic management accelerates your progress
towards successfully achieving any of these goals.

10 Benefits of Liquidity Monitoring

One of the key benefits of strategic decision-making is that it
Strategic enables organizations to ensure that their cash flow
coordinates with their long-term goals. Tracking liquidity
Mangement reports or cash flow systems helps keep a check.

Better Revenue Generation

Innovative ideas, when implemented strategically, facilitate
long-term benefits in terms of revenue. It lures more investors
and helps maintain healthy relationships with the existing ones.
 Prevents Legal Risks
The strategic management process improves employee-related and
other partner stakeholder-related policies. It helps avoid conflicts
based on interest policies for board members and other partners.
Consulting an attorney, insurance provider, and other professionals
often assists in maintaining legal compliance and avoiding the risk of
penalties associated with the non-fulfillment of legal obligations.

10 Benefits of Supports Understanding and Buy-In

With the intervention of the board and staff in strategic
Strategic decision-making, a better understanding of the direction is
developed. It explains why a direction is chosen and its
Mangement associated benefits.

Enables Progress Measurement

Strategic management forces a company to set clear objectives
and measure success. Setting the measures of success entails that
the organization first determines the factors critical to its ongoing
success. Next, the company forces the establishment of objectives.
Finally, critical measures are presented before the board and senior
management.
 Drives Business Growth
Strategic decision-making is a key tool to drive business growth. It helps
figure out the best way of achieving a business objective, provided an
organization has a decision-making process that involves a well-defined
set of policies that must be adhered to by all. Using various data
analytics and data discovery tools helps you make better decisions.

Allows Organizations to be Proactive

10 Benefits of One of the most outshining benefits of strategic decision-making is

Strategic that when these decisions translate into action, they improve your
organization's efficiency. Deciding the course of your future actions
sets the tone for the entire organization. A farsighted approach helps
Mangement mitigate future risks.

Awareness of External Threats

Planning your organization's progress without proper knowledge of
potential threats puts rigorous efforts in vain. Strategic decision-
making and management require you to be aware of the external
threats in the very first step. Thus, it considerably reduces the chances
of failure as you brace beforehand.
 Improved Understanding of Competitor Strengths
10 Benefits of Adopting strategic management ensures longer-term viability
and success in the marketplace. It improves your understanding
Strategic of a competitor's strengths and weaknesses and helps you craft
your strategy accordingly. You have chances of performing
Mangement better in the market when you produce a product or service that
meets the user's needs in a way that the competitors cannot.
 Unpreparedness for an unanticipated future: Strategic management
requires an organization to anticipate the future to develop plans.
When the future does not unfold as anticipated, it can invalidate the
adopted strategy.
Expensive option: Several organizations in the not-for-profit sector
cannot afford to hire an external consultant for effective strategy
development. Even for the companies that can afford it, it is
important to ensure that the strategic management process
implementation stays consistent with the organization's needs with
appropriate controls to allow the cost/benefit discussions.
Disadvantages Impedes flexibility: Often, organizations take up excessively formal
strategic management processes. The established processes lack
of Strategic innovation and creativity. They can stifle the organization's ability to

Mangement strike innovative solutions, inhibiting the capacity to change and

adapt.
Long-term benefit vs. immediate results: Strategic management
might not seem lucrative initially as it is designed to provide long-
term benefits. For immediate crisis management, one has to opt for a
different path. It is often recommended that companies address the
immediate crises before allocating resources to strategic
management.