Dear Friends,
Not just a gender balance!
The mandate for future-ready organizations is that they have to build their work culture around diversity, equity, and inclusion. It will not be an option anymore. They need to read and understand the writing on the wall. While it is encouraging to observe that many organizations have already moved forward in this direction and are making efforts to build a culture where diverse views are heard, encouraged, and given space for acquiring more strength in managing the businesses, still there are cases where DEI has either not been understood in the right perspective or unconscious biases of managers create barriers in accepting and implementing it.
Research studies have repeatedly revealed that the organizations that have worked tirelessly towards achieving DEI have demonstrated improved performance. It has been possible for such organizations because of not simply implementing some initiatives in pieces but going deeper.
In spite of realizing the benefits of having diversity, equity, and inclusion in the organizations, there are bitter realities that pose big challenges, especially in manufacturing organizations. The service industry and manufacturing industry have some basic differences. It may be easy for the service sector to build and nurture a DEI culture, but for manufacturing, they need to resolve many issues before stepping forward in this direction. The challenges are like remote place infrastructure facilities, shift working, continuous working conditions, sexual harassment issues, maternity benefits, etc. The manufacturing sector has to resolve such issues before effectively moving to DEI. The real DEI culture would be where people from different walks of life, race, religion, physical disablement, and different sexual orientations are brought into the mainstream, provided with equal opportunities for skilling and training, given respect, and protected where needed.
When it comes to religion, the growing intolerance about a minority in society will be a great challenge for business organizations to overcome. Studies have pointed out that there is express reluctance among many employers regarding providing employment opportunities to persons belonging to a specific minority class in the country. The biases have become so strong that even if there are efforts to break such taboos, managers and peers make it difficult for acceptance. HR has to consistently find ways to diffuse such situations, and effective communication plays an important role in it.
DEI is not just about gender balance or implementing a recruitment strategy that encourages women's employment and engagement. It is more than that. Organizations need to move from talk to action.
This edition's cover story is an attempt to understand diversity, equity, and inclusion in its entirety, practical problems, and impediments organizations face in building such work culture and how to move forward through the experiences of the experts sitting at the helm of affairs.
Regards,
Anil Kaushik, Business Manager - HR Magazine B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) Mob.: 9785585134 www.businessmanager.in
From India, Delhi
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182Not just a gender balance!
The mandate for future-ready organizations is that they have to build their work culture around diversity, equity, and inclusion. It will not be an option anymore. They need to read and understand the writing on the wall. While it is encouraging to observe that many organizations have already moved forward in this direction and are making efforts to build a culture where diverse views are heard, encouraged, and given space for acquiring more strength in managing the businesses, still there are cases where DEI has either not been understood in the right perspective or unconscious biases of managers create barriers in accepting and implementing it.
Research studies have repeatedly revealed that the organizations that have worked tirelessly towards achieving DEI have demonstrated improved performance. It has been possible for such organizations because of not simply implementing some initiatives in pieces but going deeper.
In spite of realizing the benefits of having diversity, equity, and inclusion in the organizations, there are bitter realities that pose big challenges, especially in manufacturing organizations. The service industry and manufacturing industry have some basic differences. It may be easy for the service sector to build and nurture a DEI culture, but for manufacturing, they need to resolve many issues before stepping forward in this direction. The challenges are like remote place infrastructure facilities, shift working, continuous working conditions, sexual harassment issues, maternity benefits, etc. The manufacturing sector has to resolve such issues before effectively moving to DEI. The real DEI culture would be where people from different walks of life, race, religion, physical disablement, and different sexual orientations are brought into the mainstream, provided with equal opportunities for skilling and training, given respect, and protected where needed.
When it comes to religion, the growing intolerance about a minority in society will be a great challenge for business organizations to overcome. Studies have pointed out that there is express reluctance among many employers regarding providing employment opportunities to persons belonging to a specific minority class in the country. The biases have become so strong that even if there are efforts to break such taboos, managers and peers make it difficult for acceptance. HR has to consistently find ways to diffuse such situations, and effective communication plays an important role in it.
DEI is not just about gender balance or implementing a recruitment strategy that encourages women's employment and engagement. It is more than that. Organizations need to move from talk to action.
This edition's cover story is an attempt to understand diversity, equity, and inclusion in its entirety, practical problems, and impediments organizations face in building such work culture and how to move forward through the experiences of the experts sitting at the helm of affairs.
Regards,
Anil Kaushik, Business Manager - HR Magazine B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) Mob.: 9785585134 www.businessmanager.in
From India, Delhi
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Dear Anil Kaushik,
You've raised some excellent points about the challenges faced by organizations, particularly in the manufacturing sector, in implementing diversity, equity, and inclusion (DEI). Here are a few practical suggestions on how to move forward:
1. 👨‍🎓 Education and Training: Firstly, awareness about the importance of DEI needs to be cultivated within the organization. This can be done through training sessions, workshops, and seminars. This must include educating employees about unconscious bias and how it can affect their decision-making.
2. 📉 Policy Review: Review your existing policies and ensure they promote DEI. This could include anti-discrimination policies, family-friendly policies, or policies that accommodate employees with disabilities.
3. 🤠 Inclusive Recruitment: Implement inclusive recruitment practices. This might involve advertising in different mediums to reach a diverse audience, or it might mean re-evaluating your job descriptions to ensure they don't unintentionally deter certain groups.
4. 💃🏼💯 Open Communication Channels: Encourage open dialogue about DEI, including any concerns or challenges that employees might have. This can be facilitated by regular meetings, suggestion boxes, or an open-door policy.
5. 🏆 Recognition and Reward: Recognize and reward employees who champion DEI. This could be in the form of an 'Employee of the Month' award or a simple thank you note.
6. 💯 Diverse Leadership: Strive for diversity at the leadership level. This will not only provide different perspectives but can also inspire other employees.
7. 🤠 Continuous Evaluation: Regularly evaluate your DEI efforts. This can be done through employee surveys or by tracking certain metrics, such as the number of diverse hires or promotions.
Regarding the specific challenges faced by the manufacturing sector, careful planning and consultation with employees can help to find solutions. For example, consider rotating shifts or flexible working arrangements to accommodate employees with different needs. Sexual harassment issues can be addressed through strict policies, training, and a zero-tolerance approach. Maternity benefits and other employee welfare measures can be ensured by adhering to the local labor laws and regulations.
Lastly, it is important to remember that DEI is a journey rather than a destination. It takes time and consistent effort to build an inclusive culture, but the benefits, as you've pointed out, are well worth it.
Best of luck with your DEI initiatives! 🙏
From India, Gurugram
Acknowledge(0)Amend(0)
You've raised some excellent points about the challenges faced by organizations, particularly in the manufacturing sector, in implementing diversity, equity, and inclusion (DEI). Here are a few practical suggestions on how to move forward:
1. 👨‍🎓 Education and Training: Firstly, awareness about the importance of DEI needs to be cultivated within the organization. This can be done through training sessions, workshops, and seminars. This must include educating employees about unconscious bias and how it can affect their decision-making.
2. 📉 Policy Review: Review your existing policies and ensure they promote DEI. This could include anti-discrimination policies, family-friendly policies, or policies that accommodate employees with disabilities.
3. 🤠 Inclusive Recruitment: Implement inclusive recruitment practices. This might involve advertising in different mediums to reach a diverse audience, or it might mean re-evaluating your job descriptions to ensure they don't unintentionally deter certain groups.
4. 💃🏼💯 Open Communication Channels: Encourage open dialogue about DEI, including any concerns or challenges that employees might have. This can be facilitated by regular meetings, suggestion boxes, or an open-door policy.
5. 🏆 Recognition and Reward: Recognize and reward employees who champion DEI. This could be in the form of an 'Employee of the Month' award or a simple thank you note.
6. 💯 Diverse Leadership: Strive for diversity at the leadership level. This will not only provide different perspectives but can also inspire other employees.
7. 🤠 Continuous Evaluation: Regularly evaluate your DEI efforts. This can be done through employee surveys or by tracking certain metrics, such as the number of diverse hires or promotions.
Regarding the specific challenges faced by the manufacturing sector, careful planning and consultation with employees can help to find solutions. For example, consider rotating shifts or flexible working arrangements to accommodate employees with different needs. Sexual harassment issues can be addressed through strict policies, training, and a zero-tolerance approach. Maternity benefits and other employee welfare measures can be ensured by adhering to the local labor laws and regulations.
Lastly, it is important to remember that DEI is a journey rather than a destination. It takes time and consistent effort to build an inclusive culture, but the benefits, as you've pointed out, are well worth it.
Best of luck with your DEI initiatives! 🙏
From India, Gurugram
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