The goal of reasonable accommodations is to give workers equitable chances at work so they can utilise their abilities and talents to the fullest extent possible. Companies can foster work cultures that really accept the diversity of their workforce and lead to greater commercial success by recognising and addressing individual requirements.
The manual walks managers and human resources professionals step-by-step through the accommodation process, beginning with an explanation of reasonable accommodation and concluding with examples of reasonable accommodation in action. A sample policy on reasonable accommodations is provided as an appendix and can be customised for use by businesses of various sizes, levels of complexity, and financial resources.
Disability benefits, discrimination, HIV/AIDS, family obligations, workers with disabilities, and discrimination based on religion.
The evidence demonstrating how diversity fosters innovation and improves business results keeps mounting. According to certain studies, businesses that supported diversity in their policies outperformed their competitors and were more resilient during the 2008 financial crisis. The explanation is simple: businesses with greater degrees of diversity exhibit higher levels of innovation.
Recent events have spurred crucial discussions on racial bias and social injustice, urging institutions and organisations to contribute to taking effective action. Nevertheless, according to recent LinkedIn data, businesses discussed diversity in June 2020, but just a few months later, those conversations started to wane. Businesses must seize this chance to continue the dialogue while also putting into practise and upholding more effective tactics if they want to see genuine, long-lasting change within their organisation.
For the purposes of this definition, we at Imprint refer to diversity as a measure of identity differences, including those related to gender, race, age, sexual orientation, ability, or religion. Respecting and appreciating these differences is what inclusion is all about. It is the conscious decision to value and welcome diversity. Managers and HR leaders can improve their current DEI efforts by following the advice and suggestions below, or they can start new DEI initiatives.
1. Understand implicit bias
Real change can only be achieved by first understanding bias and raising awareness. There are several different types of bias, according to Mohammad Bilal, Associate Dean and Director of the Office of Inclusion, Belonging, and Intergroup Dialogue at Stanford University. The first type of bias is unconscious bias, which might include associations or feelings of prejudice that may be concealed. At INSIGHTS 2020, Bilal told the audience that unconscious biases are even more crucial to be aware of because they don’t always coincide with our conscious opinions or professed beliefs.In order to process their own biases, Bilal stressed the value of leaders and staff members keeping thought journals. By documenting instances of stereotyping as they happen, individuals might start to become more mindful of their prejudices and increase their awareness of them. In order to challenge and change biases, this will make it easier for people to recognise when they start to stereotype particular groups of people.
2. Emphasize the value of controlling bias.
Another technique for managers and staff to combat prejudice and promote more welcoming workplaces is through cultural humility. This idea calls for maintaining an open mind and a low opinion of other cultures. Regarding accepting and appreciating the experiences and reality of others, Bilal emphasises the significance of realising that nobody is an expert and that everyone is on a continuous learning path. According to Bilal, cultivating cultural competency is a lifetime endeavour.
3. Advocate for pay equity.
The playing field must be levelled and each employee must be given a fair chance. Analytics can be used by businesses to pinpoint whether workers are being paid too little for jobs with comparable responsibilities. People analytics, for instance, can assist managers in identifying any pay inequalities that could exist within their workforce, and executives can examine patterns among various divisions to address underlying problems. This knowledge can be used to spot any patterns or trends in the underpayment of certain employee categories, such as persons of colour, in particular parts of the company.
4. Create a strategic training plan.
Employees who receive diversity training are better able to comprehend how cultural variations might affect how coworkers communicate and interact. It can deal with anything, from ideas of time and communication methods to dealing with conflict. Diversity training that is optional is typically more effective than training that is mandated.
5. Respect holidays from all cultures.
Being aware of and observing a range of upcoming religious and cultural holidays is one method to promote better tolerance and increase understanding of diversity. If there aren’t too many people present, ask them how they plan to celebrate the holiday as you wrap up a team call or meeting. Use your company’s intranet to inform staff members about and assist them keep track of diverse religious or holiday celebrations.
6. Make joining employee resource groups convenient for your employees.
Employee resource groups (ERGs) may be used to build and develop talent, and managers can learn from these groups in a secure environment, according to a Wall Street Journal article by LinkedIn’s Rosanna Durruthy. ERGs aid in fostering a sense of community and identity. Taking this into account, companies can make it simple for all employees to participate in ERG meetings by using different pay codes to measure time spent in meetings easily or by inviting staff members to contribute to initiatives or projects the ERG is focusing on. To encourage staff to start a new ERG, give them a toolbox or instructions they may follow.
7. Alternate your teams.
Understanding and learning from many voices, experiences, values, and cultures is a crucial component of diversity, according to Jacob Morgan, author of “The Employee Experience Advantage,” who spoke at INSIGHTS 2020. Morgan compared team variety to concentrating on all 64 chess squares rather than becoming fixated on one area of the board or the current location of your opponent.Teams’ creativity will be sparked by a wide cross-section of talent’s improved perspectives. A person from a different gender, ethnic background, or age should be asked to contribute if your team is homogeneous.
8. Promote continuing feedback.
To better understand what’s going on behind the scenes, organisations should urge their employees to provide their opinions. Employing pulse surveys across the workforce will give leaders the knowledge they need to make wiser decisions and, for example, lessen or eradicate any prejudices or discrimination practises that may exist in a certain branch or area of the organisation. An anonymous employee pulse survey can be used to gather evidence in support of taking immediate action on smaller, more urgent problems as well as to inform long-term strategies. To foster talks and openly share their feelings, employees might be encouraged to use engagement and check-in tools by HR leaders and supervisors.
9. Monitor development over a long period of time.
Initiatives for diversity, equity, and inclusion don’t succeed quickly. In fact, structural adjustments to workforce strategies and procedures can take a long time, especially as organisations deal with new issues related to hiring and managing their personnel. A cultural transition takes time, so organisations must set goals and monitor their development to determine whether their efforts are having an impact. This will help keep leaders accountable for achieving their long-term objectives by demonstrating which techniques are effective and which ones are not.Diversity, equity, and inclusion are put at risk during a crisis or downturn, but it’s crucial for businesses to understand the crucial role they play in future recovery, resiliency, and success. Effective DEI tactics will improve employee support, foster culture, and foster a successful organisation. Employee engagement will increase as they arrive at work every day, whether in person or virtually, feeling connected, safe, and heard.
Candidates are also drawn to diverse, equitable, and inclusive workplaces because they are more likely to apply to organisations that are vocal about diversity and remain deeply invested in discussions about eradicating systematic bias and discrimination.
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