Diversity and Inclusion within the Workplace

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Diversity and Inclusion within the Workplace

Diversity and inclusion are more than just buzzwords or a box-ticking exercise – they are essential components of a successful business.
Here at Tribes, we are proud to have a multicultural workforce that is enriched by 17 different nationalities and with roots from almost 30 different countries. In fact, celebrating different cultures is a concept at the very heart of Tribes; each location is inspired by nomadic communities from all over the world and the ways in which we can learn from their different perspectives, customs and practices.
In honour of World Day for Cultural Diversity on 21st May, we take a closer look at the advantages of promoting a diverse and inclusive workplace and the steps you can take towards achieving this.

What is diversity and inclusion?

Although diversity and inclusion are closely connected, they are not synonymous.
At an organisational level, diversity is about the composition of the workforce and ensuring that people with a wide variety of character traits are represented. It refers to characteristics such as race, culture, sexual orientation, religion, disability, class, and/or gender identity. Inclusion means providing equal access to opportunities and resources, and how well the contributions, presence and perspectives of different groups of people are valued and incorporated into the workplace.

Why is diversity and inclusion important?

Aside from being simply the right thing to do, there are many benefits to being a diverse and inclusive business. People tend to work harder and smarter when they feel connected and respected at work, and a diversity of viewpoints fosters innovation and creativity. Research shows that this directly translates to a company's success. According to Deloitte, diverse companies generate 2.3 times more cash flow than less inclusive, monolithic workplaces. Ethnically diverse companies are 35% more likely and gender-diverse companies are 15% more likely to outperform those that are less diverse.
If those reasons aren’t enough, diverse and inclusive workplaces open themselves up to a wider pool of talent, with 67% of job seekers indicating that a diverse workforce is a priority when deciding where to work.

So, how can your business promote diversity and inclusion?

We put together some ideas to help your business take steps towards becoming more diverse and inclusive. Put them into practice and start reaping the rewards!

Support open communication

Knowing that your voice will be heard if you speak up is an important aspect of feeling included. Foster a company culture where every voice is welcome, heard and respected, where people feel safe to be their authentic self and to express their unique perspective. The freedom of expression without fear also empowers companies to not just listen to, but also actively embrace diverse viewpoints.

Acknowledge all holidays

One way to foster inclusivity is by taking a flexible approach to holidays that allow people of all cultures and religions to celebrate and honour the days that are important to them. Being aware of and acknowledging multicultural religious or holiday celebrations is a small but important practice that helps employees feel accepted and promotes higher employee retention.

Document best practices and policies

A company’s policies and practices should be available to employees at all times, and their approach to diversity and non-discrimination should be outlined in a code of conduct that is revised on a regular basis. Businesses might also consider including a non-discrimination module in staff training to reinforce its importance.

Promote pay equality

Take a critical look at salaries and bonuses to identify and correct any biassed pay gaps. Companies must level out the playing field and promote fair opportunity and compensation for each employee, regardless of gender or race. Create a concrete understanding of how salary ties to job performance and responsibility to avoid any potential for biassed pay gaps.

Make it a continuous process and track progress

Diversity and inclusion efforts require ongoing commitment to become ingrained into your workplace. A cultural shift takes time, which means businesses should set benchmarks and track their progress to evaluate how their efforts are working. This will help to identify which strategies are working and which are falling short, and to stay accountable in reaching long-term objectives.

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