We’ve talked about cultural diversity before, along with the benefits it can bring to your company. Some of these benefits include different perspectives and problem-solving strategies that diverse backgrounds can provide, as well as higher employee engagement and a better reputation for the company.
We also talked about the steps we can take to start introducing diversity in our workplace, such as implementing policies that grant equal pay for women and protect employees from harassment.
Diversity is worth the investment as it opens your business to different perspectives and business opportunities. However, while it’s one thing to have a company that proclaims to be diverse, there are still necessary steps to take to maintain diversity.
Diversity in the workplace isn’t just about gaining employees from different backgrounds. It also means keeping your company open to diverse employees at all times.
A diverse workforce can raise its company’s awareness towards concerns and demands that other companies might not understand.
One of the steps you can take to reap the full benefits of diverse workforce is to maintain diversity among your employees, and this is where setting diversity goals come in.
Diversity goals promote and maintain the company’s mission and vision while maintaining a culture of diversity and inclusion in a way that brings together the company’s collective goals.
So, where do you start? What goals will be both practical and achievable, and still leave an impact? In this article we’ll talk about diversity goals, how to set them, and how you can make sure that your company is on the way to achieving them.
Setting Your Diversity Goals
Achieving your company’s diversity goals isn’t just confined to the hiring process and getting new employees from different backgrounds into the company. These goals should also expand to when these candidates are already established within the company. They have to be practical without pushing back against diversity.
Keep Your Goals in Line with Your Company’s Vision
Outlining the goals of the company and tying them together with the objectives of your cultural diversity program makes diversity a part of your company’s goals.
While it’s one thing to identify a need for these programs and policies. Actually implementing them or setting goals and means to achieve them is another thing.
Implement A Comprehensive Diversity Policy
A goal is more clearly outlined in the form of a well-defined policy. A policy can lay the groundwork for programs that teach employees to accept the individual differences and lifestyle choices between them and their coworkers.
By strategically including a policy that promotes diversity in specific areas like recruitment or hiring planning, companies can focus on practices that support diversity through actions that don’t adhere to the status quo.
Cultural education and training programs can help implement this policy and improve communication between employees. A regular training session that orient both new and old employees on accepting their differences can further your company’s diversity goals.
Another way is to hire diversity consultants to assess your company’s goals and suggest ways to introduce diversity programs that include every level of an organization. They can also develop and implement standards that can measure and track how close you are to achieving these goals.
Maintaining and Achieving Your Diversity Goals
With your diversity goals in place, how are we going to know when your company is actually closer to achieving them?
If Your Company Can Readily Determine Where Representation is Lacking – and Remedy it
Of course, some companies will experience some drawbacks. A group who feels like they are ignored or overlooked can lead to tension in the workplace that can be resolved. A culture assessment within the workplace can help you determine which groups are under-represented or are lacking in performance because they feel overlooked.
If your company can successfully diagnose a lack of representation for one group and develop a solution, then your company is well on the way towards truly achieving its diversity goals.
This doesn’t mean that a company can solve their problems overnight. If a company can identify a problem and take the necessary steps to address and ensure that it doesn’t happen again, then diversity isn’t just a label that the company applies to their brand to attract new talents.
Your Company Starts Receiving More Marketing Opportunities
A company with culturally diverse employees can raise awareness on international concerns, trends, and demands from communities from similar backgrounds and help identify marketing opportunities.
A company with diverse employees can also keep an organization up to date with current issues that are only gaining exposure locally and not on a global level.
The beauty company L’Oreal is an example of this. As part of their diversity goals and initiatives, L’Oreal sponsors disability workshops in India, matches employees and students with multicultural backgrounds together in the Netherlands, and offers training to young adults in Pakistan.
This are only a few of their global initiatives. The company is known worldwide for offering diversity and inclusion programs for all of their employees across their 130 branches in different countries.
Less Marketing Mistakes are Made
A diverse workplace is also better equipped towards identifying and preventing marketing mistakes from being made.
For example, had Chevrolet consulted with Hispanic managers in the 1960’s, they might have known that the word “Nova” meant “doesn’t go” in Spanish and avoided launching it.
Consulting employees from different backgrounds and lifestyles who can offer different ideas can lessen the chances of making these mistakes and potentially affecting a company’s productivity rate.
Your Customer Base Expands
Having employees that come from a variety of backgrounds and cultures offers new perspectives. It also gives customers and clients the perception that they are represented within the company, making them more likely to trust the company.
Alibaba, the world’s biggest e-commerce company, serves around hundreds of millions of users around the globe. They largely attribute their success to opening their doors to gender equality, with more than one-third of their founders being women.
Diversity Goals Promote and Maintain the Company’s Mission and Vision
Diversity shouldn’t be just another label attached to a company to attract new employees or talents. It’s something that a company who proclaims itself as culturally diverse and open should seek to maintain as it has become a given in business.
Although we’ve talked about how diversity can benefit your company and the means to expand this, your diversity goals shouldn’t stop at the hiring process or in measuring talent. In order to truly benefit from it, we have to maintain a healthy diverse environment within the company and set goals to achieve this environment.
Companies like Lenovo, who focus on creating programs that promote diversity are proof that embedding diversity and inclusion into company goals are beneficial to their companies in the long run.
By focusing on achieving their diversity goals, they also furthered their company’s productivity. Lenovo is currently the world’s largest PC vendor, with 57,000 employees in over 60 different countries across the world.
By coming up with a comprehensive program or policies that strive towards this, we can maximize the opportunities that being genuinely diverse and inclusive can offer.