There has been a considerable improvement over the past few years in terms of improving diversity and inclusion in the workplace. However, the UK still has a long way to go, with statistics indicating that the employment rate is only 62.8% for ethnic minorities and that only 19.7% of employees on company boards are women. Equally noteworthy of mention is the fact that women have a 46% greater chance of being hired if they take part in blind applications. A lack of commitment to D&I policy affects people with disabilities as well. For instance, although around 89% of employees would like their companies to hire more people with intellectual abilities, the unemployment rate for people with autism currently stands at 78%. What benefits can prioritizing one’s D&I policy bring, and what strategies can help companies reach their goals?
D&I Benefits
Numerous studies on diversity in the workplace have found that for every 1% of increase in gender diversity, company revenue rises by 3%. Having an ethnically diverse team on board, meanwhile, can increase revenue by an impressive 15%. Glassdoor reports that 67% of jobseekers value companies with an optimal diversity record. As reported by Forbes, diverse teams make better decisions 87% of the time, they offer a wider range of perspectives, and enable teams to avail of a wider set of information. Teams do better than individuals when it comes to making good decisions, but diverse teams do even better.
Including People with Disabilities in D&I Policies
Over one billion people across the globe live with a disability. These people have the potential to fill talent shortages and boost better decision-making via diversity, in a plethora of organizations. Asb 90% of companies say they value diversity, yet only 4% consider disability in their D&I policies. Companies wishing to commit to disabled employees should employ various strategies to make it happen. Firstly, they should weed out standard job descriptions that include tasks people do not actually need to perform (for instance, driving or lifting). Secondly, they should create accessible workplaces via savvy office design. For instance, car parks should accommodate different styles and sizes of mobility scooters and wheelchairs and parking spaces should be close to entrances. Halls, meeting spaces, restrooms, and all employee areas should be wide enough for those with mobility devices to comfortably make their way through, whether their primary means of movement is a lightweight scooter or an electric wheelchair.
Accessibility is Also About Flexibility, Personalization, and Transparency
The successful car company, Audi, is an example of a company that values its disabled workers in ways that go beyond office design. The company offers employees flexible work schedules and transparent processes (it freely reports on its disability inclusion initiatives). It proves its commitment by holding itself accountable to third parties like the charity Motability. It also devises health programs for people with disabilities. The company Atos, meanwhile, has incorporated various assistive technologies (including text-to-speech) in its set of employee tools, as part of its digital transformation plan.
Embracing Policies that Enable Women to Make it to the Forefront
The food service company, Sodexo, is true to its motto, “Gender balance is our business.” Some 55% of its employees are women and 58% of leaders on the board are female. The company runs 14 Gender Balance Networks across the globe. Their research has shown that having a balanced gender ratio in companies boosts employee engagement by 4% and increases gross profit by 23%. They also enjoy a 5% improvement in brand image. Accenture, meanwhile, is tackling D&I from a three-pronged perspective. First, the company works hard to boost diversity awareness within and beyond its offices. Secondly, it teaches managers how to lead diverse teams. Finally, it offers professional development so that women, employees belonging to ethnic minorities, and members of the LGBT population can build the skills they need to succeed.
Celebrating Diversity
Some companies are doing more than aiming to ensure balance within their organizations. They are also finding new ways to demonstrate the fact that diversity is something that is truly to be celebrated. Global healthcare company, Novartis, has replaced the word ‘disability’ with ‘diverseability’, to emphasize that people with disabilities don’t lack abilities; they have diverse skills and talents. Novartis is also training its HR department in areas such as systemic and unconscious bias, accommodations for diverse employees, pay equity, and sound D&I hiring practices.
Companies with sound D&I policies benefit in many ways. Diverse teams bring new insights and a wider range of ideas and perspectives to companies, who can make much more rounded decisions that impact their success. A sound D&I policy should cover more than equal pay and representation. It should also involve innovative ways to accommodate employees’ needs and attract a wide array of employees.
