Hello everyone, today I am writing our next blog on a very interesting topic that is "how the creative thinking plays a vital role to become a diverse, inclusive employer."
Talking about diversity in the workplace is nothing new, but as the more organizations, individuals, and politicians speak about feminism, immigration, etc it is coming to the forefront of business news once again.
Additionally, studies are showing that more the diverse in a workplace is, the more success it achieves, and organizations are looking to learn more about how to increase diversity and manage diversity.
The Society for Human Resource Management (SHRM) defines diversity as “the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.”
HR department always supports to achieve success and collectively teach to focus on personality development career learning to show diversity in a workplace. Recruitment department is just ideal about to manage diversity in the workplace through handling multiple requirements at a time.
Inclusion, while closely related, is a separate concept from diversity. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.
It is important to establish a clear understanding of how the concepts of diversity and inclusion differ, as many well-intentioned companies have made the former a priority while neglecting the latter, leading to disappointing outcomes that often undermine the totality of diversity and inclusion efforts.
Richard McKenna says that "Being an inclusive employer fuels innovation, boosts productivity and helps to retain talented employees."
There is no doubt whatsoever that diversity and inclusion (D&I) is high on the list of priorities for businesses, with the benefits of having a diverse workforce being well documented. But while initiatives have made tremendous strides in recent years, companies are still looking for ways to strengthen D&I in the workplace.
Employers can only think creatively about harnessing people’s differences if they understand that differences are actually assets. Many of the members engage individual employees directly to discover how someone’s culture and background might bring business benefits.
Employers are increasingly coming to recognize the strong business case for improving the level of diversity and inclusion within their workforce.
Employers must think more creatively and strategically about becoming inclusive if they are to reap the social and commercial benefits of having a more diverse workforce.
There are lots of benefits to building a diverse and inclusive workforce at every level of a company. An inclusive workplace that understands the needs of their employees, making them feel valued and respected as a significant and positive impact on employee retention. Perhaps most importantly, research suggests companies that openly articulate values of inclusion and have a diverse workforce tend to appeal to a wider customer and supplier base
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