With all these variations, it can be hard to recognize when a company has reached this worthy goal. Is a diverse company one that reaches a certain percentage of women and people of color (POC) as employees? One that holds diversity training? One that sells products from diverse entrepreneurs? The answer isn’t always straightforward. But here we explore some of the common characteristics of companies that are truly diverse.
Representative Leadership
Some companies make bold claims about country email list diversity. If you look at the big picture, they do hire and retain employees that represent a spectrum of race and gender. But zero in on the leadership roles, and that diversity begins to evaporate. When leaders of an organization are homogeneous, they aren’t likely to be capable of meeting the needs of a diverse workforce.
Additionally, removing diversity from the decision-making aspects of the company defeats the purpose of diversity — to drive the company in new, productive directions that may not have been considered in the past. Truly diverse companies are so all the way up the ladder, including C-level and board positions.
Close Listening
Simply hiring a diverse staff doesn’t what are the benefits of longer content? equal true diversity. Business leaders must also create an environment in which all staff members can thrive. That might mean changing policies, communication methods, and assumptions. For example, bringing more women into the workforce may create the need for a better parental leave policy.
Company leaders won’t know what should change without listening closely to employee concerns. Such exchanges can happen in groups, in one-on-one sessions, or through the electronic equivalent of an anonymous suggestion box. Truly diverse companies recognize that change is ongoing work that requires all employees to feel comfortable offering input.
The following video explains how Google is working to give diverse employees a voice and “bring their full selves to work.”
Equal Pay
The wage gap is still a problem that singapore lead needs to be solved. The Economic Policy Institute is just one organization that has published numerous studies and blog posts describing the lack of change in the Black-white, Hispanic-white, and female-male wage gaps. Companies looking to become diverse must also take the next step toward inclusion, incorporating their pay practices.
Businesses that hire diverse employees without taking this extra step are alienating the very workers that can help lead them to greater success. Truly diverse companies pay employees fairly and work to remedy pay gaps between genders and races.