11 Strategies For Achieving A More Diverse And Productive Work

Environment
By Theodore Henderson, Forbes Coaches Council, Date: 20th January 2017

https://www.forbes.com/sites/forbescoachescouncil/2017/01/20/11-strategies-for-achieving-a-
more-diverse-and-productive-work-environment/#6c92a9a874d0

When public companies release information on how their policies keep up with the Employee Non-
Discrimination Act, it sets an impressive standard for other businesses to live up to. Citigroup, Coca-
Cola, IngramMicro, Oracle and JPMorgan Chase — to name a select few — may have the funds to
manage diversity better than most, but managing diversity in the workplace isn't as capital intensive
as it seems.

Workplace diversity is achievable by businesses regardless of nature, size or budget. It can

revolutionize the way business is done today the same way it did since the first models were drawn
in the '60s. Managing diversity in the workplace, however, shouldn't end with federal laws or with
top management of corporations. There should be involvement in every level of leadership in a
company.

Since everyone benefits in the triumph of a business, there must be a collective effort when it comes
to leading in a diverse workplace. It should be made clear to every employee to take an open
attitude to create and promote a diverse environment. This makes it possible to plant the beginnings
of a successful business built on creativity and innovation. In my personal experience and study, the
best way to achieve a productive and diverse environment is not just leadership by example but with
the use of specific strategies:

1. Set small teams that will get new employees actively involved and fully integrated into the
company's culture. The introduction to a company's culture may happen naturally, but it's better to
intentionally create open communication lines where issues can be addressed. The interactive
exercises in my course “Creating Teamwork and Partnerships” drives this point home to the
participants through the use of short video reenactments and short scripted role plays to reinforce
given situations, such as handling needy colleagues and domineering supervisors.

2. Practice mentorship to encourage retention and focus on long-term career goals. Discuss
opportunities for advancement and growth offered by the firm. Remember the initial point for any
good mentoring program starts with two important questions: What is the reason you are starting
the program? How does success look for the company and the participants?

3. Create learning and development programs that focus on building relationships and skills.
Reward employees based on performance. According to the Human Resources Council, "Employee
training is the responsibility of the organization. The responsibility of management is to provide the
right resources and an environment that supports the growth and development needs of the
individual employee."
4. Schedule activities outside of work that encourage communication and fun interactions.
Promote healthy relationships and friendships among colleagues through social or community
involvements.

5. Get employees' participation in hiring new talents and ask for referrals. Partner with schools to
introduce the company's culture, help young people build self-esteem, and educate on the benefits
of diversity. Many colleges and even high schools welcome this type interaction with the corporate
sector. It shows not only business leadership but social responsibility also.

6. Provide diversity training to make employees more aware of what constitutes a diverse
workplace. Demonstrate how each can contribute to help in the company's success. If you are not
convinced of training value in this area, consider the following three points as highlighted in a study
by NCRVE UC Berkeley.

1. "Managers become more effective because they can provide suitable job assignments and
at the same time they can evaluate employees properly.

2. "Second, employees also gain benefits. As their motivation and morale increases, they
become more satisfied with their work. They can also have access to better mentoring and
coaching. In addition, they are more committed to their professional growth because
performance becomes the criterion for success.

3. "Finally, the organization and its environment will improve. The workforce becomes more
loyal to the organization because employees develop a sense of ownership."

7. Make communication lines accessible across different generations (traditionalists, baby

boomers, generations X, Y and Z) within a workplace. Use current technology to encourage
participation and informality. An article from Harvard Business Review called "Managing People
from 5 Generations" notes: "For the first time in history, five generations will soon be working side
by side. But whether this multi-generational workplace feels satisfied and productive is, in large part,
up to you: the leader."

8. Develop company policies aligned with government laws on equal employment opportunity. Set
a team that will focus on diversity policy implementation to ratify across-the-board changes. There
are convenient online resources to familiarize you and your team on this topic. For example, one
such source is “Laws Enforced by EEOC.”

9. Celebrate important events such as International Day to End Racism, Gay Pride celebrations in
June, International Day of Person with Disabilities, and International Women's Day every March.
My recommendation is that you establish a calendar to follow for the relevant groups in your
company. Doing this shows leadership and commitment that you value and recognize diversity.
10. Establish proper decorum on how to address transgendered or disabled employees. For
clarification, the term "transgender" is commonly used to refer to people who do not identify with
their birth sex or with society's view of male and female gender roles. According to Society for
Resource Management,"Transgender persons include people who are transsexual, cross-dressing,
androgynous and gender-nonconforming, among others."

11. Create an environment that is disability inclusive. The key ingredients to this are leadership and
communication. Leadership must ensure company commitment to disability inclusion at all levels of
your organization — including the C-suite. Communication must be unequivocal and demonstrated
by expressing commitment to disability inclusion, both internally and externally, and providing
training on workplace issues related to disability.

Workplace diversity is unavoidable. In spite of the challenges it may impose, managing diversity in
the workplace should be everyone's business. When working properly, diversity will provide
improvements to the bottom line if supported by executive leadership and management.

Diversity can also contribute to the company's development by allowing this collective knowledge or
fresh perspectives to drive innovations of products, methods, and systems. Begin with making small
attempts because no matter how minor; the impact will prove to be profound in the long run.