Escape the 'New year, new me' pressure. Our self-paced coding journeys get it – everyone has their lane. No pressure, just progress. Check them out.

How To Promote Diversity And Inclusion In The Workplace

Promoting diversity and inclusion at work: a guide for organisations

Promoting diversity and inclusion in the workplace is crucial for the success and career advancement of underrepresented groups in the workplace. The most recent McKinsey Women in the Workplace report highlights that despite modest gains in representation and equality, organisations still have a long way to go.

In the context of the workplace, diversity and inclusion (D&I) are modelled through environments that are fundamentally safe and fair for everyone. The ultimate goal for D&I is that all team members feel welcome and valued and while it may seem obvious or like it should be at the top of every CEO’s list, many industries are still falling short.

If you want to learn how to promote diversity and inclusion in the workplace then read on to discover the benefits of an inclusive organisational culture and the 7 steps businesses can take to boost their D&I efforts and initiatives.

The difference between diversity and inclusion in the workplace.

There are many strategies and initiatives businesses can undertake to promote D&I in the workplace. The first step is understanding how diversity and inclusion are two different concepts that work together. Similarly, in a conversation about D&I, equity and belonging are equally as important – so we’ve included those in our definition of true workplace inclusivity as well.

  • Diversity

    in the workplace refers to the presence of a wide range of characteristics, experiences, and perspectives among employees within an organisation. This can include differences in age, race, ethnicity, gender and socioeconomic background, as well as differences in personality, skills, and experiences.

  • Equity

    refers to the fair and just treatment of all individuals within an organisation, regardless of their background or characteristics. This can include ensuring that everyone has equal access to opportunities, resources, and support.

  • Inclusion

    refers to the active engagement and inclusion of all employees in the life of the organisation, and the creation of a culture that values and respects the differences among employees.

  • Belonging

    in the workplace refers to the sense of connection, acceptance, and inclusion that employees feel within their organisation. A sense of belonging is important because it can impact an employee's overall job satisfaction, productivity, and commitment to the organisation.

HOW Individuals and organisations can BOTH benefit from D&I

Strong leaders know that prioritising inclusive workplaces is not only beneficial to individuals and employees seeking to advance in their careers, but to the organisation as a whole too. Organisations that effectively prioritise D&I can also expect to benefit from: 

  • Increased innovation.

  • Increased employee engagement and retention.

  • Enhanced reputation and competitiveness.

  • Improved financial performance.

  • Competitive advantage.

  • Greater adaptability and flexibility.

  • Enhanced problem-solving and conflict resolution.

  • Improved team dynamics.

7 tips for organisations to promote positive D&I 

To promote diversity and inclusion in your workplace, you should try:

1. Establishing clear policies and expectations

Make sure that your company has clear policies in place that promote diversity and inclusion. This includes policies on harassment and discrimination, as well as policies that support diversity in hiring, promotion, and development.

This might look like establishing a clearer code of conduct, implementing company-wide training programs or affirming equal opportunity and affirmative action policies.

2. Creating a welcoming and inclusive culture

Encourage open and respectful communication, and create a culture that values diversity and inclusivity. This includes providing training and resources for employees on topics such as unconscious bias and cultural sensitivity.

3. Diversifying your hiring and recruitment practices

Consider implementing targeted recruitment efforts to attract a diverse pool of candidates, and ensure that your hiring process is fair and unbiased. This can include using diverse recruiting firms, partnering with organisations that support underrepresented groups, and reviewing resumes and applications without names or other identifying information.

Also on the blog: how tech companies can be more attractive to women and gender diverse folks.

4. Fostering a sense of belonging

Make sure that all employees feel valued and included in the workplace. This can include providing support and resources for employees from underrepresented groups, such as employee resource groups or mentorship programs.

5. Encouraging open and honest dialogue 

Encourage employees to speak up and share their thoughts and experiences, and create a safe and supportive environment for open and honest dialogue. This can include providing training on topics such as active listening and effective communication, as well as creating forums for employees to share their thoughts and ideas.

6. Fostering a culture of continuous learning and development

Provide opportunities for employees to learn and grow, and encourage them to take on new challenges and roles within the company. This can include providing training and development programs, as well as promoting a culture of lifelong learning.

7. Holding yourself and others accountable

Make sure that everyone in the company is held to the same standards and expectations when it comes to diversity and inclusion. This includes holding leadership accountable for creating a diverse and inclusive workplace, as well as holding all employees accountable for their behaviour and actions.

The driving force behind Code Like A Girl

We know that the fundamental lack of women and non-binary people in STEM is to the detriment of individuals, organisations and ultimately to the future of tech. This is why diversity, inclusion and equality are the very driving forces behind Code Like A Girl. 

Code Like A Girl is an organisation run by a boss group of women teaching other boss women and non-binary folks important tech skills to empower, educate and equip underrepresented groups in tech to advance in their careers, go back to work or experience an entire career shift – if that's what they want to do. You can learn more about our commitment to abolishing gender equality here.

It's important to recognise that creating a truly diverse and inclusive workplace is a complex and ongoing process that requires the commitment and efforts of all employees, as well as strong leadership from the top. It can be challenging to create change and address longstanding issues of inequality and exclusion, but by taking the necessary steps and continuously working to create a more diverse and inclusive workplace, you can create a positive, productive and safe work environment for all of your employees.

Head back to the Journal