In the contemporary global economy, diversity and inclusion are not buzzwords; they are the ingredients that herald success in the workplace. For every Kenyan corporation, making the setting inclusive is a moral duty and a strategic advantage. Companies that tolerate distinctiveness and integration usually outperform their peers, attracting the best talents who are more innovative. Here are some practical actions Kenyan corporations can take to build and sustain an inclusive workplace.
Understanding Diversity and Inclusion
Diversity refers to the state of having various elements present in an environment. At the workplace, these differences pertain to race, gender, age, ethnic background, disability, sexual orientation, education level, etc. On the contrary, inclusion is a culture that values and utilizes these differences for the betterment of organizations and employees. An inclusive workplace makes all employees feel respected, accepted, and valued.
Business Case for Diversity and Inclusion.
Many studies demonstrate that diversity and inclusion drive better business outcomes. Corporations with diverse teams are innovative and can easily adapt, bringing various perspectives and ideas aboard. For Kenyan corporates, embracing diversity and inclusion can lead to:
1. Higher Employee Engagement and Retention: If people feel included, they will be more engaged and committed to their work and, hence, have reduced chances of leaving the organization.
2. Better Reputation: Companies known for their inclusive practice prerequisite attract the best talent and are generally called employers of choice.
3. Better Decision Making: Diverse teams are more likely to consider a wider range of options and make better decisions.
4. More Innovations: Creativity is enhanced further by different viewpoints, leading to innovative solutions.
Steps of Creating an Inclusive Workplace
1. Leadership Commitment
It starts from the top. Leaders should commit to diversity and inclusion by clarifying goals, giving proper resources, and holding themselves liable to others. That is to say, continual interaction on the part of the executive leadership when it comes to having an inclusive culture and leading by example:
2. Establish Inclusive Policies and Practices
Review and update company policies for support of diversity and inclusion.
• Recruitment and Hiring: Provide an opportunity and ensure applicants of diverse backgrounds apply through effective outreach strategies. Ensure unbiased job descriptions and de-bias the hiring process.
• Training and Development: Organize workshops for DEI-related programs so that employees are empowered and knowledgeable about their subconscious biases and how to demonstrate their inclusiveness.
• Flexible Work Arrangements: Offer flexible work options that can help employees with a variety of needs, including telecommuting, flexible office hours, and paid leave to bond with newborn babies.
3. Foster an Organizational Culture of Inclusion
Building an inclusive culture takes time and effort. Encourage open conversations on diversity and inclusion and create safe spaces for employees to discuss their experiences and perspectives. Establish employee resource groups to advocate for underrepresented groups within the organization, which will also provide opportunities for networking and mentorship.
4. Observed Measurement and Monitoring of Progress
Companies should establish metrics and measure progress toward them regularly to ensure that efforts on diversity and inclusion are effectively operative. This may include:
• Employee Surveys: Conduct regular surveys to gather feedback on inclusion and identify areas for improvement.
• Diversity Metrics: Track metrics that describe the representation of different organizational groups at various levels.
• Inclusion Index: Design an inclusion index that measures employees’ sense of belonging and inclusion.
5. Embrace Diversity
The different backgrounds and contributions that employees come with could be recognized and celebrated, which may happen through:
• Cultural Celebrations: Both employers and employees should celebrate cultural events and holidays that are important to the cultures represented in the workplace.
• Awards in Diversity: Introduce awards for those employees who champion and promote diversity and inclusion.
Conclusion
To Kenyan businesses, building an inclusive organization is not a legal requirement or a trend to follow. It’s a culture that makes one feel valued, able, and empowered to bring out the best in oneself. By committing to diversity and inclusion, Kenyan companies can bolster their competitive advantage, drive innovation, and create dynamic and successful workplaces.