Having an open diversity policy isn’t just about building a better world. Recent studies have shown that corporations who adopt a diversity-oriented culture show higher levels of creativity and productivity. It’s also related to an increase in marketing opportunities and the overall improvement of the business image.
What is diversity?
To define diversity, we have to dispel a country email list few misconceptions about the word first. Diversity has nothing to do with filling a quota.
Diversity is about fostering a culture of plurality and mutual respect, finding common ground even in our differences, finding value in the fact that we come from different walks of life, and embracing the flexibility and creativity that comes with contrasting points of view.
Of course, fostering diversity isn’t something achieved just by hiring people from different backgrounds. It’s a long-term project that requires rethinking our hiring practices and promoting changes in our community.
Creating a D&I statement
There has to be a joint effort from this makes it a great alternative for seasoned developers all members to adopt a different kind of culture and a diversity and inclusion statement is perfect to get everyone on the same page. Your D&I statement stands alongside the company’s vision, mission, and values as a point of reference for co-workers and outsiders alike.
A D&I should be short and focused. Use small sentences and keep it as simple as possible, focus on what diversity is, why it aligns with the values and mission of your company, the positive changes it will bring to the workplace, and finish with the effects it will have both in your company and in the world.
If you want a guide, check out Amazon’s diversity statement, which can be a fantastic point of reference.
Remember that the D&I statement serves as a business card of sorts, as it’s one of the first things you want your candidates to see as they check your company. This is an opportunity to show everyone, regardless of background, that they can expect a welcoming and safe environment.
Diversity Training
You can’t talk about diversity training resource data without talking about the elephant in the room. Yes, diversity training doesn’t work. Changing someone’s long-held beliefs, and reshaping the culture of an already established society is hard, so a 2-hour seminar plus a couple of sensitivity quizzes won’t be the solution to such a structural problem.
Instead, constant contact with people who are different from us has proven to be one of the best strategies to minimize personal bias and to create a better work environment. In other words, the more time we spend with others, the more we dispel our false beliefs about them and the more we change our worldviews.