Posted: May 2nd, 2022

Conducive Workplace Environment: Equality

Conducive Workplace Environment: Equality, Inclusivity and Diversity

Introduction
According to psychology, human beings are at their best when they feel included and supported. The workplace is an environment characterized by people from different background in terms of race, ethnicity, culture, religion, education, and financial factors. The globalization of education systems has led to the production of a dynamic workforce comprised of people from diverse backgrounds. Businesses today have become globalized which has also largely contributed to diversity. Cultural interactions have also increasingly led to workplace diversity. Besides differences in culture, religion, education, and race, diversity within the workplace can be described through differences in gender, age and physical abilities. It is, therefore, important that employers pay attention to the notion of diversity, equity, and inclusivity in the workplace to enhance productivity through a mutual feeling of respect, dignity, and appreciation. By inclusivity, the workplace should be able to preserve the rights of the employees to fairness, respect, autonomy, equality, and dignity on a daily basis. Equity in the workplace ensures that everyone has equal access to opportunities.
Why employers should create inclusive, equitable, and diverse workplace environments
Transparent and open communication are among the benefits of diversity and inclusivity within the workplace. When an employee feels appreciated and as an equal part to the rest within an organization, he or she will have the confidence to communicate an issue that they feel should be addressed. By communicating, the employee is assured that their point is highly valued and that they will be acted upon regardless of the position the particular employee holds in the company. For example, a security guard attending the company’s annual meeting will feel free to point out that the delay in salaries affects their other out of workplace activities. With diversity and equity, the owner of the company will act with the same effect he or she would have if the same complaint was aired by a senior manager in the company. Employee productivity hence increases by knowing that their contribution is appreciated. Every employee in such an organization feels affiliated with the organization. Further, open communication contributes to increased trust between the employees across the various hierarchies (de Aquino & Robertson, 2018). Each employee puts their best foot forward towards the accomplishment of the organizational mission and goals as they feel motivated to suggest ideas that will improve the workplace environment.
Attracting new talent in the workplace that is highly skilled is the goal of every employer. With diversity, equity, and inclusivity, the new talents are easy to adopt where they come up with a range of solutions to issues that the organization may be facing. By openly communicating the organization values and goals as well as equality strategies, organizations attract applicant with new talents and skills (Equality and Human Rights Commission, 2016). It is unfortunate that in most cases, minority groups feel left out during job applications when an organization fails to mention is stand in regard to diversity hence blocking the chance to the able talents among the minority groups. For example, during recruitment, some organization advertise that the required employee should have 5 years’ experience at a senior position which means that young talent should not apply for the job yet they may bring new ideas to the table.
Diversity helps to create a culture change across communities. People from various communities converge at the workplace where people hold stereotypes against certain communities. It is in the workplace that people either carry home the good o the bad about another community. In a healthy workplace environment, colleagues get to learn more about each other’s cultures and are able to carry home the positive sides of the community hence promoting diversity not only in the workplace but the community in general (de Aquino & Robertson, 2018). the feeling of hatred against certain people of a culture are eliminated through inclusivity and appreciation of diversity within the workplace which promotes teamwork and productivity. Employers can help to appreciate cultural diversity by holding cultural days at the workplace where the employees attend work in their cultural outfits and may even include their various languages with appropriate interpretation while they communicate on that particular day. This will help to cancel out stereotype and minimize cultural tension.
Diversity and inclusivity help to tap into the unreached markets hence increasing the market for the organization. When employees from diverse background feel included and appreciated in the workplace, they spread the feeling to their communities who in return appreciate the organization and become potential clients.
Employees feel the need to remain productive in a healthy workplace environment. It is the duty of employers to make their staff feel highly valued and respected in order to retain them. A company or organization that keep losing employees shows that some of its systems are dysfunctional and that the employees are not satisfied. Implementing policies that promote fairness as mentioned earlier is one of the methods to encourage inclusivity, equality, and diversity. Job satisfaction is very crucial within the workplace which should be the goal for every employer. When employees feel satisfied at the workplace, it means that they feel valued, respected and that they are heard irrespective of the position they hold within the organization (Equality and Human Rights Commission, 2016).
Employers can create an environment characterized by inclusivity, diversity, and equality by considering a number of factors. One of them should be what goal they want to achieve. By setting a goal, they can then determine the benefits that they will achieve from it if they encourage inclusivity. Secondly, they should carry out a review on diversity and inclusion in the workplace and determine what works and what does not work for them. It is at this stage that employers should be able to understand that different employees are motivated by different factors. The third factor to consider is determining where changes need to be made and develop an action plan to include diversity and equality as well as inclusivity. Fourthly, the employers should be able to communicate with the employees regarding the action plan and together put it into action. Lastly, the employer should be able to carry out a review, to monitor, and to evaluate the impact of the action plan and make future plans depending on the findings.
Conclusion
It is always good for employers to engage with employees either directly or through the existing networks and forums as it helps them to gather insightful information necessary for the growth of the organization. Coming up with fair employee policies which apply to all employees regardless of the position they hold in the organization. Employers should also be mindful of the different personalities within their workplace and respect the different motivating factors that work for each employee for them to feel included, appreciated, supported, and motivated. Inclusivity, diversity, and equity not only increases productivity but also helps the employee to enhance their talents, innovation, creativity and contribution towards projects. The best form of leadership is that which respects diversity, inclusivity and equality.

References
de Aquino, C. T. E., & Robertson, R. W. (2018). Diversity and Inclusion in the Global Workplace.
Equality and Human Rights Commission. (2016). An employer’s guide to creating an inclusive workplace.

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