Most sectors have a long way to go in becoming neutral regarding diversity and inclusivity issues. Yet some are making dynamic shifts in the areas that matter, including the following.
Closing the Gender Pay Gap
The gender pay gap has always been a point of contention. For over a century, women have been paid much less than men for doing the same job or a job with more workload and responsibility. And it continues to this day, without laws to stop the unfair practice in most countries. Some sectors, such as biotech and pharma, offer equal opportunities out of necessity. However, there are companies in associated positions, such as the virtual clinical trials organisation Novotech, that maintain gender pay gap closures as part of their goals.
Increasing Minority Senior Roles
Commerce and industry at all levels are overpopulated by privileged white males in most senior roles. Take the Fortune 500 as an example. Despite being at a record number of black CEOs, there are still just six, making up 1%. In comparison, the LatinX community accounts for 4%. Influential people like Roz Brewer (Walgreens) and David Rawlinson (QVC) are inspiring. And organisations across the board can learn from their respective company’s approach. Yet people of colour, from a poor background or immigrants, have almost zero chances.
Stand Against Harassment for Diversity and Inclusivity
You only need to switch on the TV to see a new story on the news or morning television shows about another scandal by a prominent celebrity. From business moguls to actors, sexual harassment and violence are increasingly reported. Your company must take a stance against:
- Sexual misconduct against women and men, including abuse of position.
- Bullying at all levels, including colleagues and management.
- NSFW comments and jokes such as racial, misogyny and sexual orientation.
Of course, there are many more incidents that happen in the workplace. In a perfect world, you wouldn’t need to remind people not to be violent toward each other. But with bullying at 23% in the UK alone, you need a zero-tolerance approach to anything considered as harassment.
Support for New Parents
Having a baby is a trying time for new parents, mothers and fathers. You can help anyone within your company by offering enhanced support as they adjust to their new roles. Many countries require maternity leave by law for women, yet paternity leave is largely optional for fathers. The UK has a minimum requirement of 2 weeks for men. However, some experts agree that father bonding requires more time and is just as important as maternal bonding. Additionally, you can provide further support in the workplace, such as breastfeeding areas and childcare facilities.
Ongoing Equal Opportunities Training
Of course, diversity and inclusivity only work when everyone is on the same page. Executive and managerial personnel need to understand their responsibilities from the highest levels. Otherwise, there is a high chance of biased and unethical hiring practices, mistreatment of minority employees and plain discrimination. However, you can all but eliminate the chances of unfair practices with ongoing training in equal opportunities through annual seminars and training programs. All key personnel, such as management, supervisors, and HR, should attend.
Summary
You can continually improve diversity and inclusivity. Critical areas for doing this include equal pay for men and women, taking a stand against harassment and equal opportunities training.
Top image: Office team being positive – Image Courtesy of Pexels
