To look at D&i from a valuable point of view, diversity is not a social responsibility, but an investment that can be paid. If an enterprise wants to start implementing d&i, it should first think about what the enterprise should think of D&i, and it will not be reduced to a routine that is viewed in a table.
diversity& Inclusion (D&i), a diverse and inclusive workplace culture created through strategy and policy. When we talk about the diversity of the Inclusion, we are not talking about how to "accommodate" and "tolerate" others, but rather create an environment in which everyone can integrate, that is, "communion", in the workplace environment.
Have you ever heard of the d&i that we used to give our employees a sense of belonging and grow up at a high speed? , master the global 3.7 trillion pink business opportunities, enterprises rely on d&i kill out of the bloody Road, analysis of D&i to the company's real benefits. However, D&i is not immediate, it needs long-term strategic planning.
Lynn Appelbaum, a professor of advertising and public relations at New York City College, said that in implementing the D&i strategy, companies are often reduced to routine, only to confirm whether to complete the project, but to promote change through d&i, and to build results-oriented action, That is, to bring the concept of investment into strategic thinking.
She suggested that "diversity (diversity) should be seen as an investment, and that inclusion (Inclusion) is a valuable goal" and that if you want to be paid for it, you should invest in tangible resources.
As for the investment, what? She proposed three specific methods:
1. Investment organizations
Skip the original recruitment pipeline and procedures and recruit interns from other schools, emotional organizations and professional organizations. If you recruit only one diverse talent at a time (such as recruiting only one LGBT employee), your recruitment pipeline is too narrow and too dependent on personal success.
If you want to benefit from a diverse talent pool, you must build strong partnerships with other diverse units, such as women's organizations, LGBT organizations, universities of all kinds, and regularly provide expertise, recruit interns, and even set up scholarships. These measures can not only benefit talents, but also show that enterprises attach importance to talent.
2. Investment Staff
Create a inclusive workplace environment where they feel welcome, supportive, and they will be heard when they make their comments. " Especially young people who are in the workplace, they will encounter many bottlenecks, and if they are in an environment of inadequate diversity and support, they will encounter greater difficulties. Lynn Appelbaum recommends that courses be held to address implicit discrimination by employees. In addition, enterprises should also be employees of the career development, tutor system to establish up, become a support network.
Implicit discrimination
Implicit discrimination
The so-called invisible discrimination, that is, people unconsciously biased against certain ethnic groups, and the biggest problem of implicit discrimination is that people simply do not realize that their actions, words are discriminatory. For example, age discrimination, when we talk to the elderly, tend to speak loudly and slowly, because we have first acquiesced in the elderly body aging, will affect the ability to hear and understand.
3. Invest in diverse talent with potential
Pull-out Role Model for the grass-roots staff has an incentive effect. Minorities, such as women and LGBT communities, who have limited opportunities for promotion, need companies to pull out the role models of the community through leadership programs and mentorship systems, which will allow more people from the same ethnic group to look forward to future career development in the enterprise.
Lynn Appelbaum recommends that companies be able to establish feedback mechanisms, increase dialogue with employees, regularly review the promotion rates and working abilities of these minority groups on a regular basis, and provide support to other employees in comparison.
To look at D&i from a valuable point of view, diversity is not a social responsibility, but an investment that can be paid. If an enterprise wants to start implementing d&i, it should first think about what the enterprise should think of D&i, and it will not be reduced to a routine that is viewed in a table.