Organisations are rethinking their diversity programmes and are focusing on improving inclusivity
Workplace diversity is fast gaining momentum. A large number of organisations todayare rethinking and rebuilding their diversity programmes. Workplace diversity nowadays is not just a Compliance& Regulatory requirement but has moved way beyond that.All who are responsible for workforce mix in organisations are recreating their diversity efforts. Here are a few trends that are expected in 2015:
Increase in diversity initiatives
Organisations understand the importance of diversity and are taking considerable measures to build a competent and diverse workforce. Corporate leaders are upgrading their human resource initiatives and are all set to learn how to effectively deal with organisational diversity. Employee engagement initiatives and efforts for retention are a part of the agenda this year as it makes for an enthralling diversity proposition. Furthermore, sensitivity is vital for retention. Many employees quit organisations because they feel they are not included or accepted. In order to ensure retentionit is essential to be sensitive towards employees and encourage themto thrive as themselves.
Focus on inclusion
Organisations are walking the trail of improving their inclusivity by focusing on initiatives to implement formal inclusion.Companies are also scrutinizing whether they are open to accepting fresh ideas and different perspectives of managing various tasks. Emphasis is being laid on creating a flexible work environment and accommodating different and innovative views and ideas.
Emphasis on diversity of thought
Apart from having a workplace inclusive of race, gender, age, physical ability, and sexual orientation, organisations are pursuing diversity of thought by hiring people with different abilities and thinking capabilities. Diverse thinkers are critical in today’s cut-throat and competitive business environment as they bring in different perspectives and ways to address a situation. Furthermore, a diverse workforce empowers people to associate and collaborate with one another, thereby helping shape future leaders.
Greater adoptability of technology
The recruitment process is likely to witness a greater adoptability of advanced technology capable of offering accurate and actionable insights. By leveraging technology extensively in the hiring process, HR managers can evaluate potential candidates based on predetermined criteria, ensuring the right fitment for any role within the organisation. For example, software that facilitates interviewing through the computer can help eliminate the risk of biased hiring. Many organisations are collating diversity data to make assessments and arrive at meaningful insights. In the months ahead HR may see a great investment in related technology.
More women in senior leadership roles
A recent study indicated that despite positive efforts to boost gender diversity, womencontinue to lag behind men in overall workforce participation and representation at executive levels. Women constitute 40% of the global workforce, yet only 4.6% of CEO positions in S&P 500 companies are held by women.Having said this – with organisations slowly embracing gender diversity – it won’t be too long before more women will be seen occupying senior leadership positions. It is an organisation’s responsibility to encourage women and offer them the right training and opportunities to take up leadership roles. The future will witness an increased focus on hiring more women in senior executive roles.
Diversity and inclusivity are here to stay. Diverse teams accelerate innovation and performance at higher levels. Organisations will need a diversified team to stay ahead of the game and this year more businesses are expected to fine-tune their diversity initiatives.