DEFINING A STRATEGY

How Companies are Prioritizing Diversity and Inclusion Measures in 2021

Some ways in which companies have prioritized diversity and inclusion measures in 2020 include through gender-based diversity and inclusion programs, employee resource groups, the use of social media for efficient work relation ship, and ethnicity/culture-based inclusion. According to a survey, 60% of HR professionals agree that gender-based diversity and inclusion is a top relevant focal point in their workplaces.

1. Ethnicity/Culture-Based Inclusion

  • According to Ideal web, ethnicity/culture-based inclusion is one of the top two workplace diversity trends.
  • A report reveals that 41% of HR professionals admit that inclusion based on ethnicity/culture defines diversity for their organizations.
  • Practices such as working remotely, are helping companies to remove bias and geographic constraints when hiring.
  • There were 53 million freelancers in the United States in 2017, representing 34% of the entire United States workforce.
  • In 2020, 50% of working Americans will be freelancers (although some will not be full-time freelancers).
  • Example of a company with commendable ethnic/cultural-based D&I program in 2020 include is Asana.
  • Asana’s D&I program works to create a culture of diversity and inclusion across three key areas: Thriving Now, Recruiting for the Future, Building on the Past.

2. Employee Resource Groups (ERGs)

  • According to Gartner, employee resource groups (ERGs), sometimes referred to by different names such as affinity networks or business resource groups have greatly improved among companies.
  • The groups stand for underrepresented talent who support each other and are focused on changing the business.
  • They are agents of change, advising senior leaders as well as HR on what they can do to help create a more diverse and inclusive environment.
  • Gartner reports that it has seen so many great examples of especially virtual ERGs who are able to provide sessions where employees can share what they’re feeling, what they’re experiencing, what their experience is outside of work, as well as inside of work.
  • The company reports stories of how ERGs have created connections between senior leaders and employees helping to change hearts and minds of leaders in terms of where moving the needle on diversity and inclusion fits into that priority scheme, as they see and hear directly from employees at their own organizations about what this means to them and how it’s going.

3. Gender-Based Diversity and Inclusion

  • Gender-based diversity is the top “focal point” for organizations investing in workplace diversity.
  • A survey report states a majority (60%) of HR professionals agree that gender-based diversity and inclusion is a top relevant focal point in their workplaces.
  • At the beginning of 2020, the representation of women in corporate America trended in the right direction.
  • This was most pronounced in senior management: between January 2015 and January 2020, representation of women in senior-vice-president positions grew from 23% to 28%, and representation in the C-suite grew from 17% to 21%.
  • Within three years (between 2014 and 2017), the percentage of organizations rated as excellent in terms of gender diversity increased by 72%. 
  • Lloyd’s Banking Group, a leading bank that takes an innovative approach regarding diversity and inclusion.
  • The bank puts lots of effort into embedding diversity and inclusion in its culture. Lloyds Banking Group puts inclusive behaviors at the center of its operations and makes gender equality its priority.
  • By 2020, about 40% of senior roles within Lloyds Banking Group will be occupied by women.
  • Other companies with commendable gender-based D&I programs in 2020 include, HRDQ, Compliance Training Group, eCornell, Media Partners, ProProfs, and edX:

4. The Use of Social Media for Efficient Work Relationship

  • Due to its incredibly broad international coverage, leveraging social media for job searches can help companies meet their diversity and inclusion goals when recruiting. Facebook recently introduced the recruiting tool known as the “Jobs” feature. This tool allows companies to find qualified candidates.
  • Some significant impacts of social media will cover employer branding, listening to customers, and communicating company vision.
  • Other significant impacts of social media include rallying employees. The report suggests that rallying employees through social media drives inclusion by engaging with people across various backgrounds and geopolitical zones.
  • Studies reveal that 82% of employees feel social media has the potential to improve work relationships. They think/feel employees who utilize social media while at work have higher productivity and are more engaged. Thus, some managers encourage their staff members to use social media for collaborative platforms.
  • Over 800 million people were using social media for work-related activities as of 2019.
  • Social media is transparent experts predict that social media sites should have 2.9 billion users across the world by the end of 2020. Social media users have reached over two billion within ten years. 
  • Some employers utilize social media as a tool to recognize members of their staff that are performing well.
  • Social media is useful to encourage inclusion among current employees. This type of inclusion is more evident in large enterprise organizations with hundreds or thousands of employees.
About author

Articles

Glenn is the Lead Operations Research Analyst at Research for Finance with experience in research, statistical data analysis and interview techniques. A holder of degree in Economics. A true specialist in quantitative and qualitative research.
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