What are 3 major differences between diversity and inclusion?

Diversity defines the who and the what. Who’s being recruited, who’s sitting around the table, who we are promoting. It implies variety in characteristics like age, gender, caste etc.

Inclusion on the other hand is the how! It defines the behaviours that welcomes and embraces diversity. It describes how each person is accepted, welcomed, respected, supported and valued.

Diversity and Inclusion matters because of:

Less Turnover: If employees feel accepted and valued, they are less likely to leave.
Gender equality results in lowered levels of harassment.
The teams are more likely to understand the target customers and perform well.
This results in new ideas, creativity and innovation.

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5 Reasons Why Diversity Hiring Matters

Apart from the (obvious) financial benefits of hiring for diversity, there are other factors to take into account. We’ll mention a sample of the benefits that more diverse companies enjoy below. 1. It grows your talent pool Organizations that embrace diversity hiring benefit from a larger talent pool than those who don’t. Their vacancies will gain interest from a wider range of candidates – beca use more people can relate to them – with different backgrounds. 2. It improves employee happiness, productivity & retention Employees who feel that they’re accepted and appreciated for who they are – no matter what their gender, age or ethnic background – are happier. And happy staff is more productive and less likely to leave prematurely. 3. It improves innovation & creativity When people from all walks of life come together, beautiful things happen. The combination of different experiences, working styles, and (cultural) backgrounds sparks new ideas and collaboration. 4. It’...

Reduce Personal Bias When Hiring

Good intentions do not necessarily lead to good results, when it comes to hiring diverse candidates. Internal analyses show that even though the company has interviewed a large number of non-white candidates in previous rounds, the final hires will still be whites. Changes in process and diversity initiatives alone are not going to remedy the lack of equal representation in companies. Individual managers who are often making the final hiring decisions need to address their own bias. Here are the few strategies we recommend: 1. Accept that you have biases, especially affinity bias 2. Create a personal learning list 3. Ask: Where is, or could, bias show up in this decision 4. Reduce the influence of your peers’ opinions on your hiring decisions 5. Understand how reducing bias could personally benefit you Know more...

How organizations can better leverage the effort they put into diversity training?

Diversify your training approach . The absence of any observable change in the behavior of male or white employees overall suggests that we need to stop treating diversity training as a silver bullet. Invest in a multi-pronged diversity and inclusion program that encourages underrepresented talent to join, stay, suc ceed, and lead within your organization. Get data. Regularly collecting and reviewing data will let you know how your programs and policies are performing, so you can make adjustments. Many organizations track diversity metrics around recruitment, selection, and retention. Experiment. Treating diversity training as an experiment an help organizations gain insight into what’s effective and what’s not without reducing the benefits from the training programs themselves. Visit the Website https://www.vividhta.in/ for more!

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