Workplace Diversity
Definition
A diverse workplace is defined by including a diverse variety of members’ identities, who contribute and are valued equally. Inclusion at the workplace is represented through a commitment to retain and support workers of any gender, ethnicity, sexual preference, or religion. Creating such a working space involves two key orientations: promoting diversity and preventing exclusion (Shore et al., 2018).
Diversity promotion is characterized by providing psychological safety, involvement, respect, authenticity, and recognition of diverse talent. Exclusion prevention refers to recruiting protected social categories, providing diversity training, and managing subtle microinequities, harassment, and discrimination claims (Shore et al., 2018).
Benefits of a Diverse Workforce
Workplace diversity benefits society and the company. Promoting it results in a company’s contribution to the community’s wellness and a positive image that attracts more talent. For example, Google is a desirable workplace that is known to support the LGBT movement and promote cultural diversity (Cletus et al., 2018).
Diversity positively impacts several vital organizational performance factors, including critical thinking, problem-solving, employee growth and development, innovative ideas, and skills (Cletus et al., 2018). When an organization successfully creates an inclusive workforce, empowerment and communication are fostered among the workers, facilitating confidence and teamwork (Cletus et al., 2018).
The Diversity Transformation Project’s Goals
Several crucial elements within the company must be addressed and changed to create a diverse workplace. The current project will initially focus on the primary aspects of this transformation. Firstly, company policies should be reviewed and assessed to eliminate any discrimination. For example, procedures related to holidays, pay, or project participation should be inclusive and equally fair to all workers.
Secondly, an employee training program will be developed and implemented to educate workers on cultural differences, respect, and equity. Moreover, they must be informed that the course aims to solve a serious issue and promote appropriate work communication. Lastly, ongoing feedback should be organized through surveys and group sessions. In this way, the company will have a better understanding of the necessity for diversity and progress.
Group
The diversity committee is organized to identify and address issues related to discrimination, bias, and exclusion, while also encouraging and promoting inclusiveness and respect. For this purpose and in accordance with current priorities, the committee will require the company’s human resources professional, familiar with the employee recruitment process, training, and administration.
Next, a management specialist who is well-versed in the company’s policies, practices, and laws must be recruited. To involve different levels of professional expertise and status within the company, it is recommended that a junior worker be included to recognize possible challenges and institutional biases. Lastly, a diversity consultant with extensive experience outside the company should be considered for developing the training program.
Members’ Profiles
The diversity committee members should not be excluded from the diversity they are assigned to promote; therefore, their profiles must be as follows. To address pay inequality and gender bias, at least half of the committee members should be women. To gain a comprehensive understanding of the work required to achieve cultural diversity and promote acceptance, it is recommended that at least half of the members be non-white. Additionally, sexual and religious minorities should also be represented by at least one member. Inviting professionals with experience working outside the current company is preferable because they can provide valuable insight and judgment.
Personal Role in the Project
Personally, my role in the project will involve facilitating interpersonal and interprofessional collaboration to achieve the project’s goals. My top priority is establishing trust within the group and motivating them to do their best to resolve the current issue. One way to do so is to display an appreciation for their ideas and opinions. For motivational purposes, I will set small goals and milestones to create a sense of accomplishment. Additionally, I will ensure that I stay positive, transparent, and fair towards every member, radiating the same energy of inclusion and equity that the committee is tasked with promoting.
Communication and Collaboration
Since the committee is designed to address the issue of diversity, diversity should also be represented within the group. The channel and form of communication will be decided according to the team’s desires and opportunities. Promoting a flexible schedule is another step towards a diverse workplace. Sharing ideas and knowledge in an inclusive, turn-taking way will be another reflection of the committee’s goal (Haan et al., 2021).
Since the group will include people from different professional fields, the task will be delegated accordingly, yet the rest of the team can contribute their thoughts and opinions (Haan et al., 2021). Sharing the domains of expertise can help acknowledge and understand different perspectives. To create a fair environment, the amount of work each member contributes will be assessed and adjusted. Since it is a group project, no decision will be made without a proper discussion between all members.
References
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern-day organizations: A critical review. Holistica, 9(2), 35-52. Web.
Haan, K. W., Riedl, C., & Woolley, A. (2021). Discovering where we excel: how inclusive turn-taking in conversation improves team performance. In the companion publication of the 2021 International Conference on Multimodal Interaction. Web.
Shore, l. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human resource management review, 28(2), 176-189. Web.