It is one thing to say you support a diverse workforce and another thing to actually create, lead and mange diversity initiatives. When employees lose faith in the company’s diversity commitment, they lose faith in the company.
When this occurs, companies lose productivity, they lose profits and they lose employees.
However, leaders can build and maintain faith by:
- Making sure to design clear diversity initiatives and objectives
- Creating methods to monitor the changes and make improvements on a regular basis
- Always clarifying the rationale for benefits, challenges and the importance of multiculturalism in the place of work
- Incorporating new strategies to bring about different cultural work styles
- Improving the cross-cultural communication skills
- Implementing a bias free hiring procedure, including staffing and recruitment
- Creating an overall strategy – avoid an intermittent approach. Many corporations allocate resources, but long-term strategy is rarely thought out. Try not to leave gaps.
- Create short and long-term goals – these programs must be updated having measures in place to tract progress every four to six months
- Appointing a Diversity team
- Letting employees know that diversity and inclusion will make their jobs more stimulating and they gain knowledge of new things that they were unaware of before.