4. DIVERSITY IN THE
WORKPLACE REFERS TO AN
ORGANIZATION THAT
INTENTIONALLY EMPLOYS
A WORKFORCE COMPRISED
OF INDIVIDUALS WITH A
RANGE OF
CHARACTERISTICS, SUCH
AS GENDER, RELIGION,
RACE, AGE, ETHNICITY,
SEXUAL ORIENTATION,
EDUCATION, AND OTHER
ATTRIBUTES.
5. $20M
$700K
BENEFITS OF DIVERSITY IN THE WORKPLACE
NEW PERSPECTIVES
MORE INNOVATION
BETTER EMPLOYEE PERFORMANCE
INCREASED PROFITS
WIDER TALENT POOL
6. CHALLENGES OF DIVERSITY IN THE WORKPLACE
ALIGNING DIVERSITY PRACTICES WITH UNIQUE ORGANIZATIONAL GOALS
MOVING FROM DESIGN TO IMPLEMENTATION
TRAINING MANAGEMENT
OVERCOMING BIAS
INTERNAL RESISTANCE
7. ARTICULATE A CLEAR DIVERSITY MISSION
SPREAD A WIDE NET IN RECRUITMENT
SETUP DIVERSITY COUNCILS
COMMUNICATE THE BENEFITS OF DIVERSITY
START MEASURING YOUR EFFORTS
STRATEGIES FOR MANAGING DIVERSITY
8. EQUITY AT
WORKPLACE
It is all about level the playing
field for every employee.
Providing every employee with
the unique resources they need.
9. Equality vs Equity at Work Place
Giving all individuals fair treatment and equal
rights to opportunities.
Employee-specific needs are not taken into
account.
Equality
Equity
Fairness and equality in outcomes and not just
support and resources.
Identifies and acknowledge specific needs.
Needs and struggles faced by certain individuals
are taken into account in decision-making.
10. HOW TO IMPLEMENT EQUITY AT WORKPLACE ?
Transparency about wages.
Prioritize wage equity
Many organizations hire for diversity but fail to provide
equitable opportunities for advancement to their diverse hires.
Empower diverse employees by giving equitable
promotions.
Ensure diverse cross-level representation
Extend onboarding programs
Provide a mentor for learning and development for
underrepresented groups of the society.
11. Not everyone has access to higher education and this
shouldn’t prevent them from opportunities for work.
Focus should be on skills and previous work experience but
not on specific degree requirements .
Skills-based hiring
Access - resources, opportunities, physical spaces & materials.
Examples : meeting room is wheelchair-friendly , closed-
captions on a video presentation.
Equitable access
Re-evaluate equity practices
Organizations need to analyze & update their equity
practices continuously.
Cont..
12. Gender bias and discrimination are unfortunately still a major
issue in the workplace.
Women are still paid less compared to men in the year 2022.
In 2020, women earned $0.82 for every $1 earned by men—
this gap is even larger for women of color.
Women’s Equity at Workplace
Gain commitment from top Management
Addressing the barriers and experiences of women requires
involvement and support from the top.
Provide learning and development opportunities
Organizations need to provide opportunities for women to
grow throughout their career journeys and at all levels of the
talent pipeline.
13. Equitable workplace motivate employees to achieve
Company ends up with the right people in the right places
doing the right things.
Encourages Achievement
An employee who believes that there is a bright future with
the company wants to stay in that company only.
Companies can reduce the expense of training replacement
employees.
Increases Employee Retention
Attracts Top Talent
Attracting talent is easier for companies that pursue
workplace equity.
Retaining talent will help the company to grow fast.
It makes a company competitive and favorably affects its
bottom line.
Advantages of Equity at Workplace
14. INCLUSION AT WORKPLACE
THERE IS NO DIVERSITY WITHOUT INCLUSION
DIVERSITY IS GETTING A DINNER INVITATION. INCLUSION IS MAKING SURE EVERYONE ENJOYS THE MEAL.
15. EDUCATE MANAGERS ABOUT INCLUSION AT THE WORKPLACE
TO IMPROVE INCLUSION AT THE WORKPLACE
SCHEDULING CULTURAL TRAINING, DIVERSITY
WORKSHOPS
COMPREHENSIVE EVALUATION OF HOW INCLUSIVE
THE WORK ENVIRONMENT IS ?
EMPLOYEE FEEDBACK SYSTEM AND ITS RELEVANT
ASSESSMENT
STARBUCKS COFFEE CHAIN UNSEEN ACT OF RACISM
16. TO IMPROVE INCLUSION AT THE WORKPLACE
EARLY INTRODUCTION TO INCLUSION (AT
ONBOARDING!)
MAKE PRONOUNS MATTER
DIVERSITY AND INCLUSION (D&I) COMMITTEE
“ROUND ROBIN” MEETINGS`
COCA-COLA PAUSED ITS CONTROVERSIAL DIVERSITY PLAN
AFTER INTENSE BACKLASH. “TRY TO BE LESS WHITE”
17. RETHINKING WORKFORCE POLICIES
COMMUNICATE INCLUSION GOALS AND MEASURE PROGRESS
CELEBRATE DIFFERENCES TO MAKE EVERYONE FEEL INCLUDED
POTLUCK LUNCHES
BLACK HISTORY MONTH, PRIDE MONTH
DECISION-MAKING PROCESS.
DIVERSE OPPORTUNITIES FOR EMPLOYEE ENGAGEMENT
ALLOW EMPLOYEES TO VISIT DIVERSE LOCATIONS
EMPLOYEE PULSE SURVEY
DIVERSITY MENTOR
TO IMPROVE INCLUSION AT THE WORKPLACE
18. RIGHT TO EQUALITY
RIGHT TO FREEDOM
RIGHT AGAINST EXPLOITATION
RIGHT TO FREEDOM OF RELIGION
CULTURAL EDUCATIONAL RIGHTS
RIGHT TO CONSTITUTIONAL REMEDIES
FUNDAMENTAL RIGHTS IN INDIA
19. “A BETTER REFLECTION OF THE
WORLD WE LIVE IN.”
HOW WE COME TOGETHER IS
HOW WE CHANGE THE WORLD
20. DIVERSITY ENCOURAGES CREATIVITY
AN ADAPTABLE WORKFORCE
INCREASED PRODUCTIVITY
IMPROVED CUSTOMER RELATIONS
ACCESS TO MORE QUALIFIED CANDIDATES
A DECREASE IN EMPLOYEE TURNOVER
ECONOMIC GROWTH
WHAT OTHER TECH COMPANIES CAN LEARN FROM
APPLE’S DRIVE FOR EMPLOYEE DIVERSITY
WELLS FARGO CEO APOLOGISES FOR
INSENSITIVE COMMENT ABOUT BLACK TALENT
CHARLES SCHARF HAD UNCONSCIOUSLY STATED
“HOW CHALLENGING IT WAS TO MEET DIVERSITY
GOALS BECAUSE OF THE DEARTH OF QUALIFIED
BLACK TALENT...”
21. MAZHAB NAHI SIKHATA AAPAS MEIN BAIR RAKHNA
INDIAN ARMY: A SYMBOL OF DIVERSITY“ AND INCLUSION
22. ACTION VERSUS
TALK(DEI)
While 68% of leaders felt they were creating
empowering environments from a DEI
standpoint, only 36% of employees agreed
76% of companies have no goals related to DEI
75% of companies don't include DEI in
leadership development training
And yet, 40% of companies do consider DEI to be
a means of reducing risk
23. BELONGING HAPPENS WHEN DIVERSITY,
INCLUSION AND EQUITY ARE WELL
ESTABLISHED IN AN ORGANIZATION. A
FEELING OF BELONGING GROWS
NATURALLY WHEN EMPLOYEES FEEL
SECURE AND ACCEPTED.
BELONGING AT THE WORKPLACE
APPROACHES
KNOW HOW YOU’RE TRACKING
SOCIAL BONDS
TRUSTING RELATIONSHIPS
24.
25. DIVERSITY: REPRESENTATION OF UNDER-REPRESENTED GROUPS.
EQUITY: ENSURING FAIRNESS ACROSS GROUPS.
INCLUSION BELONGING: THE DEGREE TO WHICH EMPLOYEES FEEL INCLUDED,
PSYCHOLOGICALLY SAFE AND ABLE TO BRING THEIR FULL, AUTHENTIC SELVES
TO WORK
DEIB ACTIONS IN THE WORKPLACE
