How to Make Diversity, Inclusion, and Resilience Work

Fostering diversity, inclusion, and resilience within organizations is not just a moral imperative but also a strategic advantage in today’s dynamic and interconnected world. Companies that adopt these principles are better positioned to adapt to change, innovate, and thrive in an ever-evolving landscape. However, achieving meaningful progress in these areas requires more than just lip service; it demands deliberate actions and a commitment from all levels of an organization. Here are some strategies to make diversity, inclusion, and resilience work effectively:

Cultivate a Culture of Belonging

Creating a workplace where every individual feels valued, respected, and included is essential for fostering diversity and inclusion (Grant & Ashford, 2008). This starts with leadership setting the tone and championing these values through both words and actions. Employees should feel empowered to bring their authentic selves to work without fear of judgment or discrimination.

Embrace Diverse Perspectives

True diversity goes beyond just visible differences such as race, gender, or ethnicity; it encompasses a wide range of backgrounds, experiences, and perspectives (Cox, 1994). Encourage open dialogue and actively seek out diverse viewpoints in decision-making processes. Recognize the unique contributions that each individual brings to the table and leverage them to drive innovation and creativity.

Provide Equal Opportunities

Ensure that opportunities for advancement, mentorship, and professional development are accessible to all employees, regardless of their background or identity (Ely & Thomas, 2001). Implement policies and practices that promote fairness and transparency in hiring, promotions, and performance evaluations. Invest in diversity training programs to raise awareness and combat unconscious biases within the organization.

Foster Resilience

Resilience is the ability to bounce back from adversity stronger and more resourceful than before (Luthar, Cicchetti, & Becker, 2000). Cultivate a culture of resilience by promoting mental health and well-being initiatives, providing resources for stress management and coping strategies, and encouraging a healthy work-life balance. Emphasize the importance of adaptability, agility, and learning from failure as essential components of growth and success.

Lead by Example

Leadership plays a crucial role in driving organizational change and setting the tone for diversity, inclusion, and resilience initiatives (Avolio et al., 2004). Leaders should lead by example, demonstrating their commitment to these values through their actions and decisions. Hold leaders accountable for creating an inclusive environment and fostering a sense of belonging among their teams.

Measure Progress and Hold Yourself Accountable

Establish clear goals and metrics to track progress towards diversity, inclusion, and resilience objectives (Ferdman & Deane, 2014). Regularly assess the effectiveness of policies and initiatives and solicit feedback from employees to identify areas for improvement. Hold yourself and your organization accountable for making meaningful strides towards creating a more diverse, inclusive, and resilient workplace.

What Thought Leaders Say

Making diversity, inclusion, and resilience work requires a holistic and proactive approach that involves the entire organization. Industry experts and other thought leaders share their perspectives on how to achieve this.

Employee Resource Groups Enhance Inclusion

by Jon Morgan, CEO, Venture Smarter

“One notable program at Venture Smarter is our “Employee Resource Groups” (ERGs). These are employee-led groups that provide support, enhance career development, and contribute to personal development in the workplace.

ERGs create a space where employees can share experiences and advocate for initiatives that promote diversity and inclusion. For example, our Women in Tech ERG has hosted numerous events and workshops that have not only empowered women within our company but also attracted more female talent to our organization.

Another initiative we’re proud of is our “Inclusive Hiring Practices Program.” We revamped our recruitment process to reduce bias and ensure a more diverse candidate pool. This includes using blind recruitment techniques, diversifying our recruitment channels, and implementing bias training for all hiring managers.

As a result, we’ve seen a significant increase in the diversity of our new hires, which has brought a range of perspectives and ideas that drive innovation and growth within our company.”

Inclusive Hiring Practices Boost Diversity and Promote Diversity with Vision

by Dhari Alabdulhadi, CTO and Founder, Ubuy New Zealand

“The successful initiatives or programs that have fostered a more inclusive workplace or community environment are the introduction of ERGs (Employee Resource Groups), also known as affinity groups. Such organizations help employees who are not in the forefront grow professionally by networking.

The employees also receive emotional support, and this promotes an inclusive atmosphere at the workplace. In addition, programs like RISE, which was introduced by Outreach, can empower and encourage those who have traditionally been underrepresented.

These special talent development programs for the marginalized members of different communities provide them with leadership positions and also promote the inclusion of a diversity of people into a company.

Building an inclusive culture and promoting diversity also requires strong leadership. A clear vision for diversity may be developed by leadership, and this can be achieved by promoting an inclusive culture and advancing diversity within the company. Additionally, promoting positive behavior among individuals and holding oneself and others accountable for encouraging diversity in the workplace is essential.

My own experience includes an incident where higher-ups promoted diversity and talked with us about inclusive behavior in the organization casually. They then introduced policies that supported diversity and equity, which directly resulted in a more welcoming and diverse organization.”

Utilizing Feedback, Diversity, Empathy, and Leadership

by Patrick Calman, CEO, Polar Engraving

“On Feedback

Advocating for diversity and inclusion is vital for fostering an environment where everyone feels valued. At Polar Engraving, we have found that soliciting feedback is essential. Using anonymous feedback tools ensures everyone has an unbiased opportunity to share their thoughts.

This approach helps identify micro-inequities and allows leadership to address and actively include diverse perspectives. For example, in our company, we noticed that some employees felt their ideas were not considered. By implementing anonymous feedback, we saw increased participation and a broader range of innovative ideas.

Agreeing to Disagree

Embracing disagreement is another key component. Diversity naturally brings different viewpoints, and it’s crucial to anticipate and prepare for this. At Polar Engraving, we developed processes to explore disagreements productively. This has allowed us to harness the power of diverse perspectives.

Empathy

Empathy plays a significant role in promoting diversity and inclusion. Understanding and imagining others’ experiences can drive meaningful change. At Polar Engraving, we hold empathy-building workshops to help our team connect with one another. This has created a more harmonious workplace and improved our customer service.

Set the Tone for Inclusion

As a leader, championing diversity and fostering a culture of inclusion is crucial for organizational success. Leadership plays a pivotal role by setting the tone and expectations for the entire organization. It starts with education and awareness. Leaders should actively learn about diversity and inclusion issues.

Our company benefits from a diverse team. We embrace different perspectives, which enhances our creativity and problem-solving abilities. For instance, we have implemented regular D&I training sessions to educate our staff and create an inclusive work environment.

One actionable strategy is to lead by example. As a leader, it’s essential to demonstrate a commitment to diversity and inclusion in everyday actions. At Polar Engraving, we encourage open dialogue and provide platforms for employees to share their experiences and ideas.

This approach has fostered a sense of belonging and respect among our team members. I’m committed to creating a supportive culture where everyone feels valued and empowered to contribute, ultimately driving organizational success.”

Cultivate a Culture of Openness and Inspire Through Action

by Alex Stasiak, CEO and Founder, Startup House

“At Startup House, we believe in promoting diversity and inclusion by creating a culture of openness and respect. One effective strategy we have found is to actively seek out diverse perspectives and voices in our hiring process, ensuring that our team reflects the rich tapestry of backgrounds and experiences in our community.

By fostering an environment where everyone feels valued and heard, we are able to harness the power of different viewpoints to drive innovation and creativity in our work. Remember, diversity is not just a buzzword—it’s a key ingredient for success in today’s global marketplace.

As the CEO of Startup House, I believe that leadership plays a crucial role in championing diversity and fostering a culture of inclusion within a company. By setting the tone from the top, leaders can inspire their teams to embrace different perspectives, backgrounds, and ideas.

One example from my experience is when we implemented a mentorship program that paired employees from diverse backgrounds to learn from each other.

This not only helped in creating a more inclusive environment but also led to increased collaboration and innovation within the company. Remember, diversity is not just about ticking boxes; it’s about embracing the unique strengths that each individual brings to the table.”

Implement Structured Mentorship Programs

by Aseem Jha, Founder, Legal Consulting Pro

“As a legal process outsourcing company, we prioritize ensuring equal opportunities and representation for all employees through several best practices. One effective strategy we’ve implemented is establishing a structured mentorship program that pairs employees from diverse backgrounds with experienced mentors.

This initiative has been particularly impactful in fostering an inclusive environment and supporting career development. For instance, I recall a talented junior paralegal who felt overlooked due to her quiet demeanor.

By pairing her with a senior mentor, she gained the confidence and skills needed to take on more challenging projects, ultimately earning a promotion. Additionally, we regularly conduct diversity and inclusion training to raise awareness and foster an inclusive culture.

We also ensure our recruitment processes are unbiased by using diverse hiring panels and standardized interview questions. These practices not only promote equal opportunities but also create a workplace where every employee feels valued and empowered to succeed.”

Comprehensive Solutions to Many Barriers

by Lekeshia Hicks, Diversity, Equity, Inclusion, and Accessibility Strategist, Lekeshia Angelique Consulting

“In my role as a DEIA Strategist, I’ve identified several barriers to effective diversity and inclusion within organizations, alongside strategies to overcome them:

Lack of Awareness and Understanding: A fundamental barrier is a limited understanding of the depth and breadth of diversity and inclusion. Organizations often need more comprehensive training that goes beyond the basics, failing to address deeper issues like unconscious bias and systemic discrimination.

Solution: Implement ongoing education programs that delve into these topics, helping employees at all levels understand the significance of these issues and how they affect the workplace.

Resistance to Change: Some individuals view diversity initiatives as a threat rather than an opportunity for enhancement. This resistance can stifle progress.

Solution: Leaders must champion the benefits of a diverse and inclusive environment, demonstrating how such efforts contribute to the organization’s success and create a more harmonious workplace for everyone.

Inadequate Leadership Commitment: Without genuine commitment from top management, diversity and inclusion initiatives can lack the necessary resources and strategic integration into business goals.

Solution: Leadership should actively participate in diversity efforts, setting clear goals, allocating resources appropriately, and holding themselves accountable for the results.

Recruitment and Retention Challenges: Attracting and retaining diverse talent is only possible if the culture welcomes and visibly supports diversity.

Solution: Develop targeted recruitment strategies to reach diverse talent pools and support their career advancement through mentorship programs, ensuring the organizational culture is genuinely inclusive.

Tokenism: Merely filling quotas can lead to tokenism, where individuals feel valued only for their demographic characteristics rather than their contributions.

Solution: Prioritize genuine inclusivity that values diverse viewpoints across all levels of decision-making and ensure all team members have opportunities to lead and influence.

Lack of Inclusive Policies: Organizational policies often do not accommodate the diverse needs of all employees.

Solution: Regularly revise policies to ensure they are equitable and involve diverse groups in the policy-making process to capture a wide range of needs and perspectives.”

Reassessing the DEI Approach

by Tim Toterhi, CHRO, Plotline Leadership

“The whole movement has lost the plot of its original intention, and it’s largely HR’s fault.

Instead of pursuing diversity of thought with hiring practices that account for communication and leadership styles as well as skills and competencies, HR has devolved into hyper-focusing on quota-based, external characteristics, a practice that can result in a team that looks different but thinks and acts the same.

Instead of fostering a sense of inclusion for all candidates, they’ve created an us-against-them mentality by pandering to individual groups with job ads that note, “X group is strongly encouraged to apply,” thereby chasing other talent away.

And instead of creating a sense of belonging for all employees, they use company funds to sponsor employee resource groups and special development initiatives that overtly exclude large segments of the employee population.

Most importantly, these programs have not produced the promised ROI. Business leaders are getting tired of the endless stream of vendors hawking unproven DEI programs. And some employees are getting tired of being ignored, or worse, being asked to pay for a party to which they were not invited.

If DEI hopes to survive, it needs to return to its original mission of raising all people up. Remember, inclusion only works if everyone is included.”

Advocating for Systemic Equality

by Isabella Brown, Politician and Campaign Manager, Qualify Candidates

“As a seasoned politician and campaign manager, I believe it’s imperative to address these pressing challenges head-on while also recognizing the opportunities they present for positive change.

Although there have been improvements in other areas, marginalized communities still suffer from systemic inequalities that prevent them from accessing equal representation and opportunities. This includes racial disparities in employment and education, along with a lack of proper healthcare services and justice systems, thus making it imperative to address the need for broad reforms.

By promoting diversity as well as inclusivity, we can establish not only a fairer society but also utilize the potential of our localities. New voices offer fresh perspectives to life’s problems, which enhance our collective understanding and are beneficial when facing difficult times.

When we face such issues as economic inequality, climate change, and public health crises, inclusive, resilient societies are those that are adaptable enough to survive during hard times.

To seize these opportunities and address these challenges effectively, we must take a multifaceted approach that involves policy reform, community engagement, and sustained advocacy. By working together across lines of difference and leveraging our collective strength, we can build a brighter, more inclusive future for generations to come.”

References:

Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in organizational behavior, 28, 3-34.
Cox, T. (1994). Cultural Diversity in Organizations: Theory, Research, and Practice. San Francisco: Berrett-Koehler Publishers.
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2), 229-273.
Luthar, S. S., Cicchetti, D., & Becker, B. (2000). The construct of resilience: A critical evaluation and guidelines for future work. Child development, 71(3), 543-562.
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The leadership quarterly, 15(6), 801-823.
Ferdman, B. M., & Deane, B. R. (2014). Diversity at work: The practice of inclusion. John Wiley & Sons.

July 2024 marked a special milestone at The World’s Best Magazine as we proudly declare it as our Diversity, Resilience, and Inclusion Month. Throughout the month – and moving forward – we officially dedicate a special series of posts in our platform to celebrating the richness of diversity, the strength of resilience, and the power of inclusion.

Join us as we spotlight stories that showcase the myriad facets of diversity, from cultural heritage to individual identities. Through our features, we aim to amplify voices that demonstrate resilience in the face of adversity, inspiring others to persevere and thrive.

Moreover, we pledge to champion inclusion in all aspects of our work, ensuring that every story, perspective, and experience is welcomed and valued. By embracing diversity, resilience, and inclusion, we strive to foster a more equitable and compassionate world.

Let’s come together to honor the beauty of our differences, celebrate the triumphs of the human spirit, and reaffirm our commitment to building a society where everyone is seen, heard, and valued.