Article 7- Diversity and Inclusion as Retention Drivers: Creating a Welcoming Workplace

 Introduction

In today's rapidly changing business environment, diversity and inclusion have become more than just buzzwords. They have emerged as powerful drivers of employee retention, shaping the way companies attract, engage, and retain their workforce. The importance of diversity and inclusion in today's business environment has gone beyond platitudes and is now seen as a key driver of employee retention. The article explores how diversity and inclusion have a transforming role in creating a workplace that is open and cohesive, ultimately increasing employee retention rates.

The Changing Landscape of Workforce Dynamics

As our society becomes more diverse and interconnected, the composition of the workforce has transformed. A varied workforce comprises people from different cultural, ethnic, gender, and ability backgrounds, among others. Nonetheless, having diversity by itself isn't sufficient to establish a thriving workplace; inclusivity is just as essential.

Defining Diversity and Inclusion

Diversity refers to the presence of differences among individuals, while inclusion involves creating an environment where those differences are respected, valued, and leveraged for the benefit of all. When companies actively promote both diversity and inclusion, they set the stage for a workplace where every employee feels welcomed, respected, and empowered to contribute their unique perspectives. 

“Whereas diversity refers to differences within a group, inclusion speaks to how those members are treated and how they feel.” (Puritty et al, 2017)

The Impact of Diversity and Inclusion on Employee Retention

1. Increased sense of belonging

When employees observe individuals like them occupying leadership roles and embodying the company's culture, a more profound feeling of belonging emerges. This connection with the organization fosters a greater inclination to remain and commit to their responsibilities. Thomas (2021)

2. Increased Employee Engagement

Work environments that prioritize inclusivity nurture open dialogue and cooperation, resulting in heightened engagement among employees in their tasks and interactions with colleagues. Employees who are engaged tend to display greater dedication to the organization, thus increasing the likelihood of their long-term commitment.

3. Attraction of Top Talent

Demonstrating dedication to diversity and inclusion conveys a favorable message to prospective hires. Organizations that give prominence to these principles are more inclined to draw in exceptional talent that actively seeks out an inclusive workplace. 

To ensure that the greatest talent is hired from all around the world, many firms are actively integrating diversity into their recruitment procedures. Numerous studies predict that diverse groups of people from around the world will work together in the workplaces of the future. (Cletus et al, 2018)

4. Reduced Turnover

Work environments that foster inclusivity tend to experience reduced turnover rates as employees perceive their contributions as valuable and acknowledged. When individuals believe that their opinions are both heard and respected, they are less inclined to explore alternative opportunities outside the organization. (Thompson, 2017)

5. Improved Problem Solving

Diversity brings a variety of perspectives, which can lead to more creative and effective problem-solving. When employees see that their ideas are valued, they are more likely to stay and actively contribute. (Lapoint and Piprie-Spence, 2017)

Strategies for Fostering Diversity and Inclusion

1. Dedication of Leadership

Leadership plays a significant role in setting the tone for diversity and inclusion efforts. When leaders are committed to these values, it permeates throughout the organization.

2. Different Hiring Procedures

To ensure a well-rounded workforce, actively look for applicants from varied backgrounds. Use blind hiring procedures to minimize biases.

3.     Inclusive Benefits and Policies

Provide benefits and guidelines that address a range of requirements, including parental leave, flexible work schedules, and accessible facilities.

4. Training and education

Offer training on diversity and inclusion to all employees to enhance awareness, empathy, and understanding. (Washington, A.N. 2020

5. Employee Resource Groups (ERGs)

Develop ERGs to help staff members connect with people who have similar experiences or backgrounds, therefore establishing a sense of community.

6. Transparent Communication

Establish internal and external channels to share the company's commitment to diversity and inclusion, displaying a sincere commitment to these values. (Otike et al, 2022)

Conclusion

Diversity and inclusion are essential for creating a welcoming workplace that attracts and retains top talent. By creating a culture of belonging where all employees feel respected and valued, organizations can reap the benefits of a diverse and inclusive workforce, such as improved decision-making, innovation, and productivity.
Here are some key salient ideas.

• A diverse and inclusive workforce can bring a variety of perspectives and experiences to the table, which can lead to improved decision-making, innovation, and problem-solving.

• Employees who feel valued and included are more likely to be engaged and productive, and they are less likely to leave their jobs.

• There are many things that organizations can do to create a more diverse and inclusive workplace, such as setting clear goals and objectives, developing and implementing a diversity and inclusion plan, conducting regular employee surveys, providing training and education on diversity and inclusion, and creating a culture of belonging.

By taking these steps, organizations can create a more welcoming workplace that attracts and retains the best talent.

References

Cletus, H.E., Mahmood, N.A., Umar, A. and Ibrahim, A.D., 2018. Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration, 9(2), pp.35-52.

Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The importance of developing strategies for employee retention. Journal of Leadership, Accountability & Ethics, 12(2).

Lapoint, P.A. and Liprie-Spence, A., 2017. Employee Engagement: Generational Differences in the Workforce. Journal of Organizational Psychology, 17(5).

Otike, F., Messah, O.B. and Mwalekwa, F.K., 2022. Effects of workplace diversity management on organizational effectiveness: a case study.

Puritty, C., Strickland, L.R., Alia, E., Blonder, B., Klein, E., Kohl, M.T., McGee, E., Quintana, M., Ridley, R.E., Tellman, B. and Gerber, L.R., 2017. Without inclusion, diversity initiatives may not be enough. Science, 357(6356), pp.1101-1102. https://doi: 10.1126/science.aai9054

Washington, A.N., 2020, February. When twice as good isn't enough: The case for cultural competence in computing. In Proceedings of the 51st ACM technical symposium on computer science education (pp. 213-219).

Thomas, L., 2021. # Ibelong: Towards a sense of belonging in an inclusive learning environment. Widening Participation and Lifelong Learning, 23(3), pp.68-79. https://doi.org/10.5456/WPLL.23.3.68

Thompson, S., 2017. Defining and measuring ‘inclusion’within an organisation. https://opendocs.ids.ac.uk/opendocs/handle/20.500.12413/13086