Photo credit: BBC, April 4, 2025
The discouraging headlines in many countries demonstrate just how interconnected our organizations are. It’s now clearer that the business landscape is increasingly global, with supply chains and teams often spanning multiple countries and cultures. In some international organizations, there has been a shift away from prioritizing inclusive workplaces. What’s missing from these headlines is that when things get hard in general, they get even harder for certain people. Typically, these people quietly cope with additional challenges associated with the discrimination they experience because they are differently abled, Black, Indigenous, racialized, or a member of the 2SLGBT+ community.
While many organizations still strive to embrace diversity and create more inclusive environments, political and social climates in some regions pose challenges to these efforts. Despite such barriers, there are actionable strategies that organizations can use to continue to build diverse and inclusive workplaces.
The Importance of Diversity, Equity, and Inclusion
It’s been well documented that diversity, equity, and inclusion (EDI) in the workplace are crucial for fostering innovation, enhancing employee engagement, and improving overall business performance (see For Further Reading at the end of this blog). A diverse workforce brings a variety of perspectives and ideas, often resulting in more creative solutions to problems. Inclusivity ensures that all employees feel valued and respected, leading to the psychological safety required to innovate and higher job satisfaction and retention. Moreover, companies prioritizing EDI are better equipped to serve a diverse customer base, ultimately boosting the bottom line.
Global Challenges to EDI Efforts
Recent elections have created shifts in policies and attitudes perceived as counterproductive to promoting workplace inclusion and diversity. These developments can manifest as anti-Black racism, anti-immigration policies, a reduced focus on gender equality, or the suppression of 2SLGBTQ+ rights. Organizations operating in such environments may find the national zeitgeist conflicts with their (previously stated) EDI goals.
Actionable Strategies for Building Inclusive Workplaces During Challenging Times
Develop (or Re-affirm) a Clear EDI Vision and Strategy
Establish and communicate your organization’s ongoing commitment to diversity, equity, and inclusion. This should be reflected in your company’s mission, core values, every level of strategic planning, and the metrics you’ll continue to track. Most importantly, this should be reflected in the organizational culture and representation throughout your organization.
Foster a Culture of Inclusion
Create an environment where all employees feel they genuinely belong, rather than the perception that they are tolerated. This involves actively listening to diverse voices, providing platforms for underrepresented employees to share their experiences, and encouraging open dialogue about differences and their inherent value.
Invest in Training and Education
Implement comprehensive training programs that cover cultural competency, cultural humility, anti-racism, and inclusive leadership practices. Providing regular workshops and seminars can equip employees at all levels to engage in behaviours that actively contribute to an inclusive environment. Also, consider investing in ongoing training and professional development for employees to increase the odds that all of them reach their full potential.
Implement Inclusive Recruitment Practices
Review and adjust your recruitment processes to eliminate any ongoing biases. This may involve partnering with organizations that specialize in reaching more diverse talent pools, utilizing blind recruitment techniques, and ensuring diverse representation on hiring panels.
Support Employee Resource Groups (ERGs)
Encourage employees to form ERGs that provide safe spaces and invaluable community support for diverse populations within your organization. Find ways to support these groups so that their efforts are sustainable. This will also reduce the risk of Cultural Taxation. These groups can offer valuable insights into the challenges faced by employees from various backgrounds, which can be used to inform policies.
Measure Progress and Build in Accountability
Many of us know the adage, what gets measured, gets done. Use metrics to assess the effectiveness of your EDI initiatives. Consider asking the folks most impacted by these efforts if they are making a difference; if they are ineffective, some tweaking is warranted. Regularly track progress against set goals for recruitment, promotion, retention, sense of belonging, and pay equity. Holding leaders accountable for EDI outcomes ensures their ongoing commitment.
Consider Engaging with the Wider Community
Amplify and extend your EDI efforts beyond the workplace by supporting initiatives that promote equality and inclusion in the wider community. This could include partnerships with community groups, non-profit organizations, or sponsoring diversity-focused events. Especially with online events, creating a bigger ripple effect by including more people doesn’t have to mean more costs, but it amplifies the impact.
Closing Thoughts
Even amidst domestic and global challenges, organizations/businesses have the power to set a positive example by fostering diverse and inclusive workplaces. By implementing some combination of these strategies, organizations can not only navigate difficult terrains but also thrive in a global economy that benefits from diversity and inclusion, which are known as key drivers of success.
For Further Reading:
McKinsey & Company – “Diversity Wins: How Inclusion Matters” – This report examines the business case for diversity and inclusion and discusses the financial performance of diverse organizations. Read the report.
Harvard Business Review – “How to Promote Racial Equity in the Workplace” – This article offers actionable advice for fostering racial equity, which is a crucial aspect of diversity and inclusion. You can explore their insights on inclusive leadership. Read more here.
Catalyst – “Why Diversity and Inclusion Matter: Quick Take” – Catalyst provides research-backed insights into why D&I is critical for organizations. Access it here.
McKinsey & Company – “Delivering through Diversity” offers a comprehensive analysis and data on how diversity correlates with business success. Read the report.
Note – these resources are chestnuts from before the pandemic and the EDI bandwagon; so these insights have been known for quite a while.
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If you enjoyed this topic or are interested in ongoing professional and leadership development, you’ll also enjoy reading or listening to How to Be Resilient in Your Career: Facing up to Barriers at Work, my book published in 2023 by Routledge. It’s available in print, as an eBook, and on Audible.
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