This article is sponsored by PECO, an Exelon Company.
Hiring diverse employees at your workplace is a first step in creating an inclusive environment.
But having a true equitable space for all staff shouldn’t stop at recruitment as it requires making it part of your organization’s core values. As more and more industries have tapped into building a more diverse workforce, managers are bound to make some missteps along the way.
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Here are a few common mistakes business owners should avoid in their efforts to build a safe and fair space for their employees and customers.
Focusing only on one group
It’s important to take intersectionality into account as people’s identities can encompass various underrepresented communities. For example, if looking at women as a group, it is key to make sure you are also addressing issues affecting women of color, queer women, elder women, and women with disablitlies. The most impactful initiatives tend to the needs of the most marginalized members and can offer fairness and representation to all.
Solely targeting entry level hires
To get a true picture of a company’s inclusion efforts you have to look further than the number of diverse staff members employed at the organization. Is there equity beyond entry level hires? Is there representation in management and on the executive level? If not, a deeper dive is needed to decipher reasons why promotion rates haven’t improved for all. Recruitment efforts should include more than hiring those for junior positions and also focus on bringing on the most diverse talent across the entire company hierarchy.
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Superficial diversity
For employees to truly feel represented and equal, your business needs to fully embrace inclusion into its brand and not just flaunt performative gestures of goodwill. Hanging a Pride flag during June may show everyone you are for LGBTQ+ inclusion, but if it’s not backed up by policies and action it will definitely go noticed by your staff and affect the overall office culture.
Not being open to feedback
Despite your best efforts, you may be working with some unchecked biases. Leaders need to be open to get feedback from their employees, especially members of unrepresented communities, to make sure their initiatives and plans are addressing workplace issues and deficiencies properly and respectfully. Creating an environment where everyone feels safe to offer their thoughts and suggestions is a win-win situation for everyone at your workplace.
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