In today’s globalised world, managing diversity in the workplace is more than a legal or ethical obligation— it’s a strategic imperative. As the UK’s workforce becomes increasingly diverse, businesses must embrace this reality and adapt their practices accordingly. But why is diversity so important, and how can companies navigate the complexities it brings? This blog explores the benefits of diversity, how to attract a diverse talent pool, and the fundamental role of policies and training in fostering an inclusive work environment.
Benefits of Diversity in the Workplace
A diverse workforce is often thought of as a tick box exercise; however, it brings tangible benefits that can drive business success. One study1 analysed around 600 business decisions made by 200 teams, across a range of companies; it found that teams that were geographically diverse, and included members with different genders and at least one age gap of more than 20 years, were the most successful – making better business decisions than individuals 87% of the time. This variety of thought can lead to more effective problem-solving and spur innovation, giving your company a competitive edge.
Another study examined 366 public companies across a range of industries in Canada, Latin America, the United Kingdom, and the United States; it found that:
- Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
- Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians
Lastly, diversity in the workplace can certainly improves customer relations. In a multicultural society like the UK, a workforce that reflects the diversity of its customer base is better equipped to understand and meet the needs of a wide range of clients. This can lead to stronger customer loyalty and better business outcomes.
Diverse Recruitment Processes
How do you create a diverse workforce? It all starts from the recruitment stage of the employee lifecycle. Advertise your vacancies to reach a broad range of candidates from different backgrounds. You could work with groups that support diverse communities, visit different job fairs, or share job postings in places that reach all kinds of people.
It’s also important to ensure that job descriptions and requirements are inclusive. Avoiding unnecessary qualifications or experience requirements that may disproportionately exclude certain groups is crucial. Instead, focus on the skills and attributes that are truly essential for the role.
Implementing an Equality, Diversity and Inclusion (EDI) Policy
An Equality, Diversity and Inclusion (EDI) Policy is fundamental to managing diversity effectively. This policy should outline the company’s commitment to preventing discrimination and harassment based on race, gender, age, disability, sexual orientation, religion, or any other characteristic. It should also detail the procedures for addressing grievances and the steps the company will take to promote an inclusive workplace. The policy will also ensure that all staff have equal opportunities, whether that be in promotions, pay rises, training etc.
Of course, the policy needs to be more than just words on a page; the policy is only as good as its implementation. Actions must speak! This means making diversity and inclusion a priority in decision-making processes and holding all employees accountable for upholding these values.
Training Management and General Staff
Finally, with so much variety in the workforce, it can be hard to gasp the differences; particularly if some employees have limited experience. Training is the key. Both management and general staff need to be equipped with the knowledge and skills to work effectively in a diverse environment. Diversity training should cover topics like unconscious bias, cultural competence, and inclusive communication. It’s essential that this training goes beyond a one-off session; ongoing education and regular refreshers help maintain awareness and reinforce the importance of diversity.
For managers, training should also focus on leadership in a diverse workplace. This includes understanding how to manage diverse teams, recognising and addressing discrimination, and promoting an inclusive culture.
Managing diversity in the workplace can be not without its challenges, but the rewards are well worth the effort. A diverse workforce drives innovation, improves employee engagement, and enhances customer relations—all of which contribute to the overall success of the business. By expanding the talent pool, implementing robust equality, diversity and inclusion policies, and providing comprehensive training, companies can create an inclusive environment where everyone has the opportunity to thrive.
In a rapidly changing world, embracing diversity isn’t just a nice-to-have—it’s a necessity. It’s time for businesses to step up, not just to meet the needs of today’s workforce but to build a stronger, more resilient future for everyone. If you need help managing diversity in your workplace, feel free to contact View HR, our team of experts will be happy to guide you.
