Diversity and Inclusion (DI) in any organization are two elemental pillars of business and trending topics over the past few years. Many Thought leaders and Analysts are trying to predict the trends in Diversity and Inclusion and how these two approaches are critical to succeeding in the post-covid-19 scenario.


What are Diversity and Inclusion in the workplace?

For any organization, diversity in the workplace means employing a diverse team of people reflective of the society in which it belongs and functions. Diversity includes all the elements that make individuals unique from one another. Humans have infinite divergence in humans, but we subconsciously define diversity by a few traits such as gender, race, age, etc.

Numerous organizations are willing to exercise diverse and inclusive workplaces, but creating and maintaining a diverse workforce can be challenging for some businesses. While it’s noticeable that there is much betterment to adding diversity to any workplace, it’s not always easy to reach that goal. Barriers to workforce diversity are alive and well, and the organization’s management needs to know what they’re up against in respective organizations.


Expectation vs. Reality

A report on Diversity & Inclusion Survey by PwC explores what diversity & inclusion programs organizations implemented and their impact. As per this survey, organizations still have enhancements to make in planning and executing D&I programs that meet employees’ and stakeholders’ objectives.

As per this report, only 4% of organizations fulfilled a matrix of successful D&I programming. Regarding the maturity model mentioned in this report,  80% of leadership engagement on D&I remains at the beginning levels. Also report shows that only 25% of organizations have D&I goals for leaders, and only 17% have a C-Suite level diversity role in place, while nearly 31% still have no D&I leader. 


Diversion and Inclusion Survey

Most workplaces may find difficulties when it comes to helping diverse employees incorporate. Assisting internal employees to feel important is a massive part of helping them in making a smooth transition.

Organizations deal with the issues of Diversity and Inclusion (D&I). Their initiatives touch on the personal experiences of excluded employees. Those who have invariably felt included in the organization may believe that the organization’s culture altogether is already an inclusive one. This feeling will result in not fully understanding why D&I has become such a core focus for many organizations to the already felt included members.

Building a workplace that has a diverse and inclusive environment is the kind and comprehension thing to do. Many successful organizations consider Diversity & Inclusion as a way to achieve an aggressive advantage over the competition. It makes an emotional impression and also, and bringing a varied range of perspectives into an organization would give it a competitive advantage.

Alternatively, simply being a feel-good initiative, Diversity & Inclusions helps attract the top employees, makes sure that all employees are happier and stay for longer, and helps ensure greater engagement.

Eventually, Diversity & Inclusions is all about self-awareness. And sometimes, that can get uncomfortable for employers and employees. There is a usual affection to want to defend or ignore.

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