{"id":11888,"date":"2022-12-19T09:04:21","date_gmt":"2022-12-19T16:04:21","guid":{"rendered":"https:\/\/es.sorenson.com\/?p=11888"},"modified":"2024-01-16T12:41:40","modified_gmt":"2024-01-16T19:41:40","slug":"inclusive-hiring-checklist","status":"publish","type":"post","link":"https:\/\/es.sorenson.com\/en\/blog\/si\/inclusive-hiring-checklist\/","title":{"rendered":"How to Create an Inclusive Workplace"},"content":{"rendered":"\t\t
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Olivia Alvarez<\/a><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Creating a diverse and inclusive culture isn\u2019t about checking boxes to cover different backgrounds and disabilities. It\u2019s about broadening your company\u2019s range of perspectives, experiences, and opinions. Diverse populations help you understand and respond better as a business<\/a>. In fact, research shows that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened<\/a> over time. More importantly, creating a truly inclusive culture demonstrates the important values that both current and prospective employees can identify with. Here\u2019s how you can start cultivating an inclusive space at work.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Communicate Company-wide About Inclusive Culture<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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To develop an inclusive workplace, your workforce needs to understand what that means<\/span><\/a>. Rather than positioning an inclusive workforce as a challenge to meet, celebrate the perspective each person brings to your organization. Regularly communicate how everyone contributes to and benefits from diversity and inclusion in the workplace.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Examine Your Current DEIA Initiatives<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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DEIA stands for Diversity, Equity, Inclusion, and Accessibility. It encompasses the strategies and practices a company uses to create and sustain an environment that respects and supports every employee\u2019s unique circumstances<\/a>. including ethnicity, sexual orientation, gender identity, or physical ability. Even diverse companies can have difficulties creating an inclusive culture. So, it\u2019s a good practice to reflect on your current DEIA initiatives and what could be improved to promote an inclusive workplace.\u00a0\u00a0<\/p>

Start by documenting current diversity and inclusion efforts within the organization as a benchmark. Then, set clear DEIA goals, openly sharing why those goals are in place and what changes you expect as a result. Ensure goals are measurable and regularly check progress throughout the company. You might do so through employee surveys or comparing specific timelines with milestones assigned to each goal. Holding leadership accountable for meeting inclusion goals reinforces DEIA as a core value to your organization.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Listen to Underrepresented Groups for an Inclusive Workplace<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Surveys provide a safe way to gauge employee sentiments. However, consider taking DEIA a step further and encourage Employee Resource Groups (ERGs). These groups are voluntary, employee-led outlets aiming to foster a diverse, inclusive workplace. ERGs bring together employees who usually share a characteristic \u2014 such as gender, ethnicity, religious affiliation, lifestyle, or interest \u2014 with allies for personal or professional support.<\/a><\/p>

Although ERGs are voluntary, employee-run organizations, they do need institutional support. Their creation requires buy-in from leaders at various levels. They are found in approximately 90% of Fortune 500 companies<\/a> and address a range of employee concerns within an organization. They can help with:<\/p>