In recent years, the importance of diversity, inclusion and equity has been increasingly highlighted in all aspects of society, and businesses are no exception.
Aside from the moral standpoint, for small businesses to attract talent, remain competitive and grow, they must ensure that their staff are treated with fairness and respect, regardless of gender, age, race, ethnicity, religion, or other factors.
Small businesses also have the potential to be powerful forces for social change, and incorporating measures of diversity, inclusion, and equality into their practices can be a significant step in fostering a more equitable world.
In this article we discuss how small businesses can promote diversity, inclusion, and equality within their organisation, as well as the ways in which such measures can impact their success and the well-being of employees. We will consider the challenges of implementing these initiatives and the benefits that arise from doing so. Finally, we will provide some practical advice to small business owners on how to create an environment that is both supportive and inclusive for all employees.
Business owners are often tasked with a multitude of responsibilities, making it difficult to focus on increasing diversity and inclusion within their companies. However, there are a number of benefits to pursuing a more diverse and inclusive culture within a small business.
First and foremost, let's explore what the terms diversity, inclusion, equality and equity actually mean. They are all related concepts, but each has distinct meanings.
Diversity refers to the presence of a variety of traits and characteristics present in a group or organisation. This includes both visible traits like race, gender, and age, as well as less visible traits such as sexual orientation, religion, nationality, and socioeconomic status.
Inclusion is the act of actively engaging these diverse individuals, welcoming them into the group, encouraging their participation and giving them an equal voice.
Equality is the state of being equal in rights, opportunities, and resources, sometimes referred to as “equal access”.
Equity is the notion that everyone should have access to the same opportunities and resources, regardless of their individual differences or backgrounds. Equity recognizes that not all individuals start from the same place or have the same needs. It doesn’t necessarily mean “equal”; it is about fairness for all people. For example, people who are born into disadvantaged circumstances may need more resources or access to better opportunities in order to achieve equal success with those who come from more privileged backgrounds. Each of these concepts are important to consider when developing an inclusive work environment and creating a sense of belonging for all employees.
One of the biggest challenges of implementing diversity and inclusion initiatives is ensuring that employees feel comfortable expressing their views and opinions in the workplace. This can be difficult to achieve in a traditional office setting, where there may be an inherent sense of authority. Companies should strive to create an environment where employees feel comfortable speaking up and taking part in discussions, regardless of their position in the company.
To be successful in implementing diversity and inclusion initiatives it also requires a top-down commitment from management. It is not enough to simply talk about diversity and inclusion; it must be actively practiced and enforced. Management should set clear expectations for their employees regarding diversity and inclusion policies and procedures, and ensure they are being followed consistently.
Despite the challenges, there are numerous strategies to overcome these barriers and we will share our top tips later on. A more diverse and inclusive workplace is certainly worth striving for and can lead to improved performance and higher morale among employees. As studies have found, companies that are more diverse and inclusive tend to have better creativity and problem-solving skills, as well as better communication between team members. Additionally, research has shown that companies with greater diversity and inclusion experience fewer disputes and less employee turnover.
Diversity and inclusion can also result in increased customer loyalty. As customers become more aware of the cultural differences within a company, they may be more likely to do business with that company. Companies that demonstrate a commitment to promoting cultural understanding often experience increased brand recognition and loyalty from customers. This can be beneficial in terms of marketing and overall public perception. Virgin Atlantic are a good example of this, actively promoting their support for LGBTQ+ employees and customers through their latest TV advertising campaigns. They have taken steps to create a welcoming environment and as part of their inclusivity overhaul they now offer staff the option of choosing between its red and burgundy uniforms, dropping the terms ‘male’ and ‘female’, and meaning LGBTQ+ colleagues will be free to choose whichever uniform best suits them.
Businesses that embrace diversity and inclusion are also more likely to attract top talent which is crucial given the tight labour market within the UK. When potential employees see that a company is dedicated to fostering an environment of acceptance and respect, they may be more likely to apply for positions within the business.
So, here are some tips on how to make your business more diverse and inclusive:
Establish a clear policy. Create a policy that clearly outlines the values of diversity and inclusion at your organisation, such as equal pay, non-discrimination, and respect for all. This policy should be well communicated to all employees and stakeholders.
Create a culture of acceptance and understanding by educating employees about different cultures and encouraging an open dialogue so everyone feels comfortable voicing their opinions and perspectives. Make sure that everyone in the workplace feels comfortable enough to share their thoughts and opinions openly. Encourage employees to speak up if they feel something is wrong or something needs to be improved.
Identify areas for improvement. Take a look at your organisation’s current diversity and inclusivity practices. What areas need improvement? Are there any disparities in pay or opportunities for certain demographic groups? Identifying areas for improvement will help you create an action plan for improving the level of diversity and inclusivity within your organisation.
Invest in diversity and inclusion training. Investing in diversity and inclusion training can help raise awareness and educate employees about different cultures, beliefs, and identities. This can help create an environment of understanding and respect for all.
Connect with the community. Building relationships with diverse communities outside of your organisation can help you find potential employees, customers, and stakeholders from different backgrounds and experiences. You can also utilise community-based organisations, such as local chambers of commerce or trade associations, to find potential employees who fit the needs of your organisation.
By taking proactive steps towards creating a diverse and inclusive workplace, you can ensure that your organisation is equitable and welcoming to all. Taking these steps can also lead to improved productivity and collaboration amongst your employees and customers.
In short, increasing diversity and inclusion can have numerous benefits for businesses. Not only can it result in improved performance and higher morale among employees, but it can also lead to increased customer loyalty, increased revenue, and an influx of top talent. There is no question that increasing diversity and inclusion within your organisation is a smart business move.
If you would like to discuss this topic further and find out what you can do to improve diversity and inclusion within your workplace please don't hesitate to book a free, no obligation discovery call or drop us a message; hello@thehrcrowd.com.