5 Minutes Read
Why inclusivity is still a mainstream conversation
KV Prasad Jun 13, 2022, 06:35 AM IST (Published)
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Summary
Achieving meaningful change and progress in the practice of inclusivity, however, comes with challenges, the most significant of which is the resistance to change established organisational cultures, societal biases, and preconceived notions about conventional workplace dynamics, observes Bounteous x Accolite’s Vasan Sampath.
In recent years, the concept of inclusivity has taken centre stage in discussions about workplace diversity and dynamics. This change in perception can be attributed to changing demographics and cultural shifts, the opportunities associated with meaningful change and the growing recognition of corporate responsibility and its impact on company reputation.
Diversity, Equity and Inclusivity
A recent survey conducted by Talent500 found that 70% of women in technology believe that the diversity, equity and inclusivity (DEI) measures undertaken by the industry are token gestures. Societal shifts have led to a more diverse workforce, with individuals from various backgrounds contributing their unique perspectives to achieving an organisation’s vision.
The traditional workspace, once dominated by a homogenous workforce, has evolved to reflect the distinctive diversity of society. As workplaces become reflections of the broader social and demographic changes, embracing inclusivity is not just a moral imperative but a strategic advantage.
In the same survey, about 90% of respondents believed that organisations are not making sufficient efforts to fulfil the contemporary demands of gender diversity. With the rise of social justice awareness, a growing number of employees expect work environments to celebrate differences, and they are not hesitant to shun organisations that perpetuate discrimination. Employees— especially from the younger generations—are increasingly vocal about their expectations for workplaces that prioritise equity, representation, fair treatment, and compensation parity.
Beyond the need to create work environments that meet the expectations of today’s talent, it is important for organisations to become aware of the benefits of workspaces that foster diversity and inclusivity. This realisation was the inspiration for gender neutral recruitment programs, which is designed for professionals looking to return to work after a break. The scope of such programs is to give professionals an opportunity to restart their careers, regardless of the reason or duration of their break, and to facilitate the process of getting back to work.
Challenges
Achieving meaningful change and progress in the practice of inclusivity, however, comes with challenges, the most significant of which is the resistance to change established organisational cultures, societal biases, and preconceived notions about conventional workplace dynamics. These ingrained biases and traditional structures adversely impact the effective implementation of diversity and inclusivity. A comprehensive approach, including societal awareness and sensitisation and continuous evaluation of policies into more progressive and open-minded principles, can help create an environment that supports diversity and inclusivity. It is vital for leadership to internalise this sentiment and set an example by leading from the front.
Organisations with diverse workforces realise a higher degree of creativity, innovation, and problem-solving skills. Studies have consistently shown that such workplaces are more productive and resilient, as employees feel valued and involved. Organisations need to think beyond compliance and unlock the full potential of the incredible untapped talent that is available.
A responsible corporation should encourage diversity to improve the work environment and positively impact their stakeholders and the community. Customers and employees expect businesses to operate ethically and demonstrate unequivocal commitment to fairness, equality, and social progress.
Internal Culture Important in Reputation
The reputation of a company is no longer confined to its external image, it extends to its internal culture as well. It is crucial that companies practise inclusion and diversity because of their ethos, and not simply as a media or market play. Employees, at the end of the day, are brand ambassadors. They are more likely to stay with and advocate for organisations that prioritise DEI. On the negative side, stories, and accounts of workplace discrimination or ostracization can tarnish a company’s reputation, affecting recruitment, retention, and overall brand perception.
Let us commit to do our bit to encourage diversity and inclusivity in the companies we work for and contribute towards reducing disparity and building a more equitable society.
—The author, Vasan Sampath, is President and Global Salesforce Practice Head at Bounteous x Accolite, a global digital innovation and experience company. The views expressed are personal.
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