Open space office of IT company with many software developers working on one big project

Regulation of Workplace Diversity

Regulation of Workplace Diversity

Workplace diversity is a complex concept in an ever-changing work environment, and the lack of it can have far-reaching implications for productivity, morale, and retention (Dixon et al., 2012). According to Gilding and Seibert (2000), workplace diversity encompasses two dimensions; diversity within organizations and diverse workplaces. The following are ways a business can regulate workplace diversity, according to pain management specialist Jordan Sudberg:

1. Policies – A policy should be written based on company values, which encourages organizational-level diversity at all levels of management and leadership within your organization, i.e., equal opportunities and the freedom to create opportunities for other people.

2. Communication – Communicating with employees about different cultures and beliefs will help create an inclusive culture that celebrates differences as strengths rather than weaknesses.

3. Values & Vision – Your organization’s mission statement, vision statements, or values that are used to guide your company’s actions. It is essential to ensure the values/vision are communicated throughout the company and not just during recruitment activities.

4. Recruitment – Make sure you hire people who reflect the values of your culture. For example, if your company has values around sustainability, it supports clean water and air for future generations. You should ensure your hiring processes are fair towards those seeking employment. This could be through providing no discrimination based on gender, race, age, sexuality, disability, and ethnicity. In addition to these requirements, there may also be some companies that require candidates to speak English, while others may have specific minimum qualifications they must meet before applying.

5. Culture Clarity – Ensure all new hires understand your company’s culture and values. If a candidate arrives at their interview having never heard of the company’s culture and values, then this would mean they are more likely to pick up on any flaws in those policies and procedures. Providing clear examples of how your company lives out its values helps them connect the dots between what you expect from employees and how the employee connects with customers.

6. Mentoring – Having experienced leaders working alongside newer staff members and giving guidance and feedback is another way of creating a sense of belonging among team members. This is one area where leaders from different cultural backgrounds can benefit the whole workforce. They provide real-world experiences that younger workers can learn from and build upon.

7. Training Programs – By providing training programs and education for managers and staff regarding cultural sensitivity issues, you can set up effective programs that reinforce the belief systems held by each group. This would include understanding various groups’ language, customs, or dress codes.

8. Supportive Environment – Create an open atmosphere where everyone feels valued, safe, and heard. Be sure to provide a healthy work/life balance so employees are not pressured to come to work after hours. Provide flexible scheduling options and ensure that childcare resources are available for working parents.

9. Recognition of Achievements – Employees appreciate recognition when they do something well. Ensure that performance reviews/bonuses are not tied directly to demographic data but are instead linked to individual accomplishments.
According to pain management specialist Jordan Sudberg, regulation of workplace diversity is about ensuring that all employees feel included and welcome within the workplace community. The best way to achieve this is to create a supportive environment where employees thrive and grow.