Many companies impacted by the COVID-19 pandemic have set aside their diversity and inclusion (D&I) efforts to focus on their survival. But a diverse and agile workforce becomes more important in times of disruption and uncertainty.
Here are three ways to embed a D&I culture into an organization.
1. Foster a sense of belonging. It helps improve employees’ well-being, employee retention, collaboration and business performance. One way to do this is to host a virtual open forum where employees listen and learn from each other.
2. Adopt the preference, tradition and requirement (PTR) model. It helps leaders assess their preference toward job candidates that look like them and allows employees to question the status quo without accusing others of being biased. The PTR model requires leaders to consider D&I when forming a high-performance team.
3. Track progress. This strategy involves establishing a baseline and cascade awareness, identifying meaningful changes, recognizing role models and enabling culture change.
Businesses that embed D&I into the organizational culture can expect improvement in creativity, access to diverse talent pools and profitability.