Your teams have potential. But do you know how to unlock it?
Organizations are increasingly aware of the importance of a diverse and inclusive workforce. They are adopting new HR practices and policies to promote work environments where different nationalities, genders, ages, religions, and academic and social backgrounds coexist. Did you know, for example, that according to a study published by McKinsey & Company, organizations with more significant gender and ethnic diversity achieve, on average, a 12% higher financial performance when compared to other organizations?
The diversity of perspectives, experiences, and talents that characterize more diverse teams results in more informed business decisions and innovative ideas. What’s more, the organizations that value inclusion and diversity the most are the ones that end up attracting and retaining the best talent, which also increases their competitiveness and differentiation in the market.
Promoting innovation in psychologically safe environments
Any organizational culture where employees try at all costs to “fit in” to avoid problems with colleagues and managers threatens the knowledge economy. This is the opinion of Amy C. Edmondson, professor of Technology and Operations Management at Harvard Business School.
In her book “The Fearless Organization“, the author explains there is no point in having the best talent working in an organization if none of them can speak their minds. Innovation, creativity, and critical thinking need environments where ideas can circulate freely without fear of their authors being ignored, intimidated, or ridiculed. A culture of psychological safety is essential for promoting creativity, clarifying objectives, redefining leadership, and much more.
How the software contributes to better management of inclusion and diversity
- Enables accurate data management: Software allows employee or employer information to be centralized in one place, making it easier to access and automatically update data, configure access control, generate reports, and make decisions, as well as integrate with other systems.
- Ensures effective recruitment and selection: Digital solutions allow you to expand the range and diversity of candidates considered for the same vacancy. They also automate and reduce bureaucracy in several tasks, increase the dynamism and effectiveness of the points of contact with candidates and decision-makers (dissemination of job offers, e-mail replies, CV assessment…), and reduce the length of processes.
- It makes teams more involved: Information management with data monitoring on the composition of teams helps identify areas where inclusion and diversity need to be improved and design adjusted integration, motivation, or engagement strategies. Performance monitoring and evaluation make it possible to obtain/give personalized feedback, identify areas for improvement, and align employees at all levels of the company – strengthening a more transparent organizational culture that values meritocracy.
- Promoting awareness and tailor-made training: Online platforms, courses, and training modules on various sub-themes of inclusion and diversity are now one of the means used to raise awareness among increasingly multidisciplinary, multicultural, and multigenerational teams. Managing and regularly updating information on the different groups’ needs is fundamental to maintaining healthy environments and cohesive teams.
- Personalized feedback and evaluation: Tools for monitoring and evaluating performance make it possible to obtain/give personalized feedback, identify areas for improvement, and align employees at all levels of the company – strengthening a more transparent organizational culture that values meritocracy.
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