Practicing Diversity, Equality and Inclusion
Find out how to implement DEI best in your business today, with the help of Global Talent Acquisition leader, Louise Guilfoyle.
Embedding DEI actions in your HR systems and protocols isn’t just the right thing to do, it also supports greater team performance and offers significant financial benefits for your entire business. According to McKinsey & Co., the most diverse companies outperform peers by 36% in profitability.
What is DEI?
Workplace diversity describes a workplace encompassing various backgrounds irrespective of age, sex, disability, race, ethnicity, origin, body size, religion or economic or other status.
Recently I was delivering training to students on how to land their dream role in the hair, beauty and aesthetics industry. Students’ aspirations included a change of industry, parents returning to work, through to career development. One gentleman was working in the hospital system as a nurse, excited to work part-time in cosmetic aesthetics.
During the training, questions were asked on how to handle setbacks they’d experienced as job applicants, regarding their age, gender, economic, cultural and social differences. By practising DEI, employers look at the candidate or employee in front of them, without typecasting or stereotypes.
What are the benefits of DEI?
Diversity in your team offers increased profitability, staff productivity, employee retention, access to a wider recruitment pool, brand approval, and a chance to better service and grow your customer base. This must be applied equally by managers and leaders to be embedded successfully.
9 Ways to Implement DEI In Your Business
Recognise Individuality
Bring out the best in your team. Create a safe space for all your employees to bring their unique self to work. Find out everybody’s unique assets; by recognising the individuality of each employee and embracing differences, teams and organisations will support an environment of belonging.
Showcase Your Company’s DEI
Show your staff and job applicants that your company supports DEI and is an exciting place to work. This can be through your Instagram page, job descriptions, staff events, career pages or job ads.
Training and Onboarding Staff
Training new employees and reboarding return-to-work staff is a great time to showcase you support DEI and better understand your team. Consider asking open questions in your 1:1 conversations around how they feel about returning to work after taking extended sick leave, bereavement or parental leave. Staff may have lost some confidence and need additional support.
Be mindful that it’s important to offer training and team building in work hours and host events that don’t marginalise team members – such as by always having the team social after work at the local bar. Alternatively, offer learning sessions during lunch breaks, called ‘lunch and learn’, with topics that educate your team on DEI, e.g. ‘Effects of the menopause on staff and why it’s important.’
Personalise One-On-One Discussions
One of the best ways to learn what employees care about is 1:1 ‘human’ talks with their manager. Employees must feel comfortable enough to speak their minds openly with trust, and there should be an ‘open door’ policy. Discuss topics that matter to your staff, such as their professional aspirations, working away from their home city, parenting or caring for family members, and how they navigate the juggle.
Hold People Accountable
Leaders and employees may say things that are disrespectful to other staff members. Instead of ignoring these instances, assuming they are not motivated by malice, deal with the behaviour in private. By failing to do this, you are encouraging non-inclusive conduct patterns, which can have a damaging ripple effect throughout the team.
Welcome a Multilingual Workforce
Take into account language differences and preferences; welcome this diversity. Examples might include offering treatment menus with different languages and showcasing this in your job advertisements.
Build a Multigenerational Workforce
Having a workforce that accommodates multiple generations is critical to treat a range of clientele, pass on knowledge and bring their own unique skills to a business.
The Impact of Being a New Parent
Returning to work after childbirth is a big deal, life has changed and learning how to juggle the new way of life takes time and support. Staff may be feeling sleep deprived and generally a little more tired as they navigate being a parent; be there to support them however possible.
Avoid Assumptions and Gut Instincts
Don’t assume you know best, as you might be far from the truth! Be open and curious about the backgrounds and viewpoints of others. For example, staff might be joining your organisation not just for the financial gain, but to gain new personal skills and contribute positively to society.
It’s critical we educate ourselves on topics and conversations, many ‘uncomfortable’ at first, yet with some training and insights – it’s not at all!
It’s critical we educate ourselves on topics and conversations, many ‘uncomfortable’ at first, yet with some training and insights – it’s not at all.
Louise Guilfoyle, Founder of Skin Deep Careers, is a recruitment and employer branding specialist with over 20 years’ international people and culture experience in beauty and wellness, aesthetics, pharmaceutical and retail.
For more information: louise@skindeepcareers.com, www.skindeepcareers.com @skindeepccareer
