Improving Racial And Ethnic Diversity In Workplace.

 

 Improving Racial And Ethnic Diversity In Workplace.

 

Race and ethnicity are used to categories sections of the population. Race refers to dividing people into groups, often based on physical characteristics. Ethnicity refers to the cultural expression and identification of the people of different geographic regions, including their customs, history, language, and religion.

 

"Race is biological, describing physical traits inherited from your parents; ethnicity is your cultural identity. chosen or learned from your family or culture."

 

Race 

Narrow.

Based on similar physicals and biological attributes.

Ethnicity

Broad.

Based on the cultural expression and place of the origin.

 

What is the race???

Merriam- Webster define race as a "category of humankind that shares certain distinctive physical traits" 

What is the ethnicity???

Ethnicity is broader tern than the race. The tern differentiates among group of people according to culture expression and identification.

 

Companies are putting more focus on diversity and inclusion programmers in the modern workplace to improve organizational agility, acquire a competitive edge, and lower legal risks. Notwithstanding this tendency, racial and ethnic prejudice still exists in many workplaces, as do discriminatory policies.

The Benefits of Racial and Ethnic Diversity in the Workplace.

 

Businesses are becoming more and more aware of the importance of attracting and keeping a diverse workforce since these people are essential to a business' ability to adapt, develop, and maintain a competitive advantage in the current business environment.

Unfortunately, some businesses fail to see the advantages of hiring a workforce that is varied in terms of race and ethnicity. Hiring practices that are biased against certain racial or ethnic groups can be influenced by factors like prejudice and preconceptions, whether they are conscious or not.

Also, organizations must develop a business case for diversity by highlighting the advantages of a racial and ethnically diverse workplace, such as

·       Gains in worker welfare and efficiency.

·       Reduce turnover cost

·       Higher productivity and increase revenue.

·       Increase innovation

·       Develop new product and services

·       Improve company reputation management.

·       Improved social cohesion.

 

Businesses who go above and above the bare minimum of legal compliance are more likely to experience these advantages. Businesses should work to comprehend the social and cultural intricacies involved in embracing diversity and should aspire to lead by example in this area.

 

Key Racial and Ethnic Diversity Definitions

Companies need to comprehend some of the essential concepts and definitions in order to successfully enhance racial and ethnic diversity in the workplace, including

 

Racial discrimination: Any exclusion, restriction, or preference based on race, color, descent, or national or ethnic origin that has the intention of restricting an employee's capacity to exercise their rights to equal standing in the workplace is considered to be racial discrimination in the workplace.

 

Ethnic Minority: An "ethnic group" is a collection of people who identify as one another based on things like shared history, culture, ancestry, language, dialect, nationality, and place of origin.

 

Implicit Bias: Implicit biases, sometimes referred to as unconscious or hidden biases, are unfavorable connections that people unconsciously have. They are automatically expressed without a person's knowledge.

 

Inclusion: genuinely including individuals and/or groups that have been historically marginalized in procedures, activities, and decision- and policy-making in a way that shares power

 

Employer and Employee responsibility.

When it comes to establishing and overseeing workplace racial and ethnic diversity policies, both employers and employees have obligations. To make a company's diversity programmers successful, both parties must collaborate.

 

Employer responsibility.

In order to foster better communication among their varied workforce, employers should serve as facilitators and knowledge-providers. Companies must continually work on developing and implementing a diversity policy. In order to raise awareness of racial discrimination and ethnic diversity in the workplace, management should also receive training. Also, companies can support managers' development to guarantee that the company's ethnic diversity strategy is efficiently implemented.

Employee responsibility.

In order to ensure that all workers have equal chances at all phases of the employment cycle, including access to employment, training, promotion, and retirement, employees and groups entrusted with defending workers' rights should advocate businesses for robust ethnic diversity policies. Also, employees have a significant role in educating their coworkers about the right to a workplace free from racial discrimination and in supporting them when they file complaints.

Introducing Racial and Ethnic Diversity in the Workplace.

1.company events.

2.company blogs.

3.Career site.

4.Web and print material.

5.Dedicated internal channel.

6.Volunteering.

Hiring is where workplace diversity begins. Hiring diverse people is the first step in fostering diversity in the workplace.

 hiring procedure more inclusive and appealing to persons with varied traits in order to achieve that.

6 ways build the diversity in the work place

How to mange diversity in work place.

The only way successfully manage diversity in the workplace is to incorporate into both company policies and practices.

1.create diversity friendly policies.

2.Reassess employee benefits.

3.Provide diversity Training.

4.Establish divers mentorship.

5.Build divers team.

6.Messure the Effort.

Workplace diversity statistics.

67% of job seekers said a diverse workforce is important when considering job offers, according to Glassdoor

• Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians, according to McKinsey.

• Companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians, according to McKinsey.

• 85% of CEOs have said that having a diversified and inclusive workplace population improved their bottom line, according to PwC’s 18th Annual Global Survey.

• Companies that have more diverse management teams have 19% higher revenue., according to Boston Consulting Group (BCG)

• Inclusive companies are 1.7 times more likely to be innovation leaders in their market, according to Josh Bersin research.

• 57% of employees want their company to do more to increase diversity, according to Glassdoor.

• Diverse companies are 70% more likely to report that the firm captured a new market, according to Harvard Business Review.

• 69% of executives rate diversity and inclusion an important issue, according to Deloitte.

• 83% of millennials are more actively engaged when they believe their company fosters an inclusive culture, according to Deloitte.

References.

By Amy Morin, LCSW, Editor-in-Chief Updated on March 21, 2023very well Mind is part of the Dotdash Meredith publishing family.

How to build,manage and promote diversity in workplace

Anja Zojceska | Culture & People | Workplace Diversity | December 22, 2018

https://www.peoplescout.com/insights/effective-diversity-program-workplace/

https://www.verywellmind.com/difference-between-race-and-ethnicity-5074205

https://blog.vantagecircle.com/diversity-in-the-workplace-and-why-it-matters/