Examples diversity programs workplace

Far from it. There are many companies that have successfully implemented diversity training to improve their workplace environments. By taking a look at these successful diversity training in the workplace examples, businesses can learn how to better implement their own training programs.

Not very long ago, NetSuite, an enterprise software company, launched a new mentoring initiative that has helped improve the diversity of its workforce. As noted in a Fast Company article , the program:. While not a diversity program per se, this mentoring initiative promotes gender diversity in the management structure of NetSuite, while also improving the skills of existing high-level workers.

Google is one of the most successful companies in the USA at attracting younger and more diverse applicants. Essentially, the Internet search engine giant has the pick of the litter when it comes to recruiting young and diverse workers from the new generation. There are a lot of things that Google does to achieve their diversity and inclusion rates, including setting up special outreach programs to colleges, maintaining strong social media profiles, mentoring interns, and providing diversity-focused hiring paths that make it easy for job seekers to apply.

Units were either wholly one racial group or another, with only white soldiers being used for combat roles. However, as the war progressed and casualties mounted, General Dwight D. The term was first used to refer to speakers of a common language and then to denote national affiliations. By the 17th century, the term began to refer to physical phenotypical traits. Modern scholarship regards race as a social construct, an identity that is assigned based on rules made by society.

While partially based on physical similarities within groups, race does not have an inherent physical or biological meaning. Other includes National cultures, societal cultures that span nations e. The impact of race and ethnicity can impact equality in the workplace, sometimes known as the glass ceiling at work. Typically Gender refers to where you feel that you personally fall on the spectrum between male and female.

Commonly people identify as male or female, but some fall in the middle or move throughout the spectrum. An important way to address gender is to address gender bias. A reminder for all of us to keep an open mind that social definitions change over time as our world and society evolve. Cisgender — When you identify with the gender you were assigned at birth Transgender — A term that describes a person whose gender identity does not match their assigned sex.

For example, someone who was assigned female at birth who identifies as male. Transgender people may alter their bodies using hormones, surgery, both or neither. When you identify with a gender different than that you were assigned at birth. Transsexual — Transsexual is an older and outdated term that originated in the psychological and medical communities. Some people may still use transsexual to refer to a person with a different gender identity to the sex a doctor assigned them at birth.

Transsexual people may or may not undergo surgery and hormone therapy to obtain a physical appearance typical of the gender they identify as. Sexual Orientation refers to who you are sexually attracted to meaning who you get turned on by or who you would want to engage in sexual behaviours with. An inherent or immutable enduring emotional, romantic or sexual attraction to other people. Here are a sample list and a basic description of different types of sexual orientations. Some sexual orientation groups will always be a minority compared to heterosexuals.

For example, in the United Kingdom sexual orientation data in , just over 1 million 2. The population aged 16 to 24 were the age group most likely to identify as LGBT in 4. More males 2. The population who identified as LGBT in were most likely to be single, never married or civil partnered, at Sexual Appearance and expression refer to how a person chooses to express themselves. Physical Disabilities and ability and is the capacity to do tasks that demand stamina, desired, strength and similar characteristics.

People with physical permanent disabilities are usually experts in their own needs and will understand the impact of their disability. It can identify individuals who are physically able to perform the essentials function of a job without risking injury to others.

There are many different kinds of disability and a wide variety of situations people experience. The disability may be permanent or temporary.

It may exist from birth or be acquired later in life. People with the same disability are as likely as anyone else to have different abilities. Mental health is defined as a state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.

A subtype of mental ability, Neurodiversity is, fortunately, getting more attention in recent years. Neurodiverse people typically need some accommodations. Everyone has different interests. Someone who has a hobby in Video Gaming would have a different view than someone who loves to read; some may have both or in neither too. Having different interests may be reasons certain people are interested in one project over the other. People have an educational background for different people in an organization.

Typically they are:. Associate-level programs offer different degrees for a variety of careers. These 2-year programs may provide the necessary training to prepare students for entry-level positions in fields like trades, nursing, graphic design, and other vocational areas. Associate degree programs are most commonly available from community colleges and technical schools.

They typically take years to complete. The highest college degrees are doctoral degree programs , also known as Ph. The distribution of religious groups varies considerably. The next type of diversity is related to the family and the relationship of the close one around a person. Marital status is a legally defined marital state. There are several types of marital status: single, married, widowed, divorced, separated and, in certain cases, registered partnership.

Socioeconomic diversity is a bit of a combination of Income, Education, and Occupation. We will discuss more when we talk about organizational diversity types. Socioeconomic Status diversity is a big topic of its own, it could include many things like where you live, who you network with. Then came the Kshatriyas, or the warriors and rulers, supposedly from his arms. The third slot went to the Vaishyas, or the traders, who were created from his thighs.

For companies in the west, we may not have many details about these caste systems but we should keep it in mind that they exist. Functional or organization diversity means the differences between people that are assigned or given by the organization.

Some of the diversity types at work include:. Almost all of the above are self-explanatory, the more important point is that everyone has different thoughts and priorities because of the different roles and responsibilities. One of the in fashion diversity is adding more diversity in the wedding industry. Diversity has different dimensions, and each one describes how each of us is different from one another. Some of the differences may be unbridgeable and may define the identities each of us possesses.

Some are according to social factors. We are determined by how we are raised or where we are precisely in society.

Others still are based on our beliefs, ideas, and dispositions in life. The dimensions corresponding to those above are primary diversity, secondary diversity, and tertiary diversity. What does each category mean, and how they differ from one another is something that we will discuss. Primary diversity is the differences from which most of our fundamental identities are based. They are considered primary because we base categorization on primary characteristics, like genetics and other biological factors.

Physical and mental abilities are also among the factors for inclusion in this dimension. They are primarily inherent among individuals. People are most likely to identify themselves with one of the determinants of this dimension before even considering others. It is also the most apparent among all of the characteristics of an individual or group.

Initiating an equal pay policy is a great way to make sure that everyone who has the same experience gets paid the same with no exceptions. Make initial candidate screening a blind screening. A great way on how to promote diversity in the workplace and ensure that you are not introducing any biases into your interview process is to have blind screenings. Blind screenings are application screens that are based on applicable experience and skills only.

This should allow the candidate some time to discuss their unique assets in an interview. Include varied employees in the interview process. The best way to continue bringing on a diverse staff is to show them that you have already accepted many diverse individuals. However, there is a fine line to this. Have a structured interview process. A highly structured interview process is another great way to promote inclusivity.

If everyone gets the same interview process, it gives all candidates the same chance at the job. Stick with consistent questions and give each candidate the chance to shine. Ensure a smooth training and transition period for new hires. An established training program for new hires is a great way to make sure that they feel welcome and valued as new team members.

We also advise frequent check-ins during those first few months so that any kinks in the training program, or their position, are worked out before they become a problem. Establishing a valuable training period can make the transition into a new job easier and allow for flexibility in a remote environment as well. Many candidates are just looking for a safe space where they can do their job to the best of their abilities. Broadcast that your company is the place they should be for this on all job descriptions and postings.

Knowing how to promote diversity in the workplace should also carry into your company brand to draw in any potential candidates. Encourage veteran services and specific hiring practices. Workplace diversity also applies to veterans. Often a forgotten group, make sure they know what jobs they would be qualified for in your company by including military job codes and specific skills in your job postings. Provide socio-economic assistance. If your company is in a city that is less affordable for entry-level and junior employees, consider offering affordable housing options , employee cafeterias, and options to help with the cost of living.

If possible, provide an opportunity to work remotely to save you and your employee a bit on expenses. Implement hiring practices to avoid ageism. Diversity and inclusion in the workplace does not just include people of different cultures, races, and genders. It also includes people from different generations and age groups.

When interviewing candidates, qualifications are the key component to be mindful of. Knowing where your company priorities lie can help employees understand the significance of diversity and inclusion in the workplace.

This can mean including these in your company values, hosting regular training events, participating in regular diversity activities in the workplace, or simply having open conversations. Keep company language gender-neutral. Making sure that all company communications are gender-neutral is a great start to making your company inclusive.

We also advise that this language be used in all company job postings. The use of inclusive language will lead to a more diverse pool of candidates.

Treat colleagues the way they want to be treated. Create a workplace culture that promotes good communication between coworkers and makes them feel comfortable voicing how they would like to be addressed and treated.

This should even transfer over to Zoom call meetings and email communication in a virtual environment. Have open lines of communication. Having an open communication policy, especially with your HR department, is a great way to promote diversity and inclusivity in your workplace.

When everyone feels valued and their opinion is heard and matters, they are more likely to be happier in your workplace. Use this open line of communication to set clear expectations for work behavior and outline policies.

Provide sensitivity training. Sensitivity training or diversity workshops educate your employees on how their attitudes and behaviors may unwittingly cause offense to their co-workers or others around them. Offering regular training, either in-person or via a virtual call, can increase the awareness of employee treatment.

Support the creation of affinity groups within your office. Sometimes employees need a safe space to build a community with like-minded people, and employers should support that through employee resource groups. Allow company groups to do community outreach. A great way to promote diversity is by doing outreach to local groups that are meaningful to your company and mission. PetSmart is a great local example of this, with continued initiatives to support community outreach.

Encourage management involvement in affinity and outreach organizations. Diversity and inclusion happen from the top down. Encourage management to take part in diversity activities in the workplace with their teams. It will allow for bonding and a better understanding of their teams. Initiate corporate-wide culture change for diversity and inclusion. In order to have a truly diverse and inclusive company culture, your whole company has to adapt.

Implement these changes at a higher level, not just departmentally, to start the process of creating a diverse workplace. Have your company participate in communication assessments.

Communication assessments are a great start to building better teams. By knowing how each employee communicates, you can create a place that fits those needs and establishes more efficient communication. Diversity Workshop Ideas: How to Plan and Facilitate Diversity workshops can be planned either in-house or by an external consultant. Many choose to outsource the whole experience to experts specializing in hosting workshops and customized events for inclusion promotion.

If you choose to plan and host your own internally, here are a few diversity workshop ideas to set the stage: Decide on how to organize attendees. You can have an organization-wide starting point followed by smaller breakout sessions that mix all departments or keep working teams together. Set clear ground rules and expectations for the workshop.

Include end-of-day goals and how to speak respectfully to others during discussions. Whether this comes from off-site consultants or leadership, the content should be focused on organizational goals and pain points. Incorporate diversity games and activities. Engage participants and create a more casual environment online or in-person with plenty of activities. Solicit feedback. After the workshop ends, collect feedback that may help with improvements for future events. Give recognition for a job well done.

This is an easy one to implement across teams. Giving recognition to someone doing an exceptional job is a wonderful way to promote inclusion in your company. Host a celebratory Zoom meeting or small office party to congratulate your team on wins. A great diversity and inclusion workplace example is hosting a weekly Zoom meeting to celebrate small wins throughout the week so every employee feels consistently valued.

Honor loyal employees. Similar to celebrating wins, throw Zoom parties or host an in-person event to congratulate employees who have stuck with the company for a certain number of years. Celebrating the big milestones, like 25 years with the company, can improve morale and show all employees that your company values their dedication, especially through any hard times that occurred with COVID Create inclusive company swag.

Your company gear should have options for all genders, like t-shirts or jackets with a more feminine cut. Provide unconscious bias training. Unfortunately, they are ingrained into us via society, and there is little we can do to prevent them from existing. However, providing unconscious bias training is a wonderful way to make people aware of it and help them move past it.

Adjust the work environment to make it comfortable for everyone. Comfortable for everyone means temperature, desks, chairs — essentially your whole office. Make it the place you want to be. Give people, especially those with disabilities, the ability to adapt their work environment to make them more comfortable and productive. Promote team bonding activities. Encourage your manager to build better and more cohesive teams with diversity and inclusion activities at work.

A great way to do this is with team bonding activities.