There’s been a much-needed shift amongst businesses towards greater diversity in work environments.
The reasons for this change are clear not only with regards to ethics and corporate social responsibility, but also in terms of the many proven, measurable benefits a diverse workplace can bring a company.
The Importance of Diversity
Workplace diversity refers to having a variety of differences between the individuals that make up the organisation. These differences can come in many forms, such as: age, culture, nationality, gender, sexual orientation, and religion.
By incorporating diversity into the work environment and culture, an organisation can expect to enjoy:
Why Diversity in the Workplace Has to Be Structured
But what many don’t know is that incorporating diversity into work environments calls for much more than simply being approving of the notion.
Like it or not, each and every one of us holds in our own minds a set of unconscious biases regarding those different from us. These biases may not be fully conscious on our part, or as well-defined as coherent thoughts — but they’re there nonetheless.
That is why professional HR service providers often stress the importance of systematically structuring a diverse work environment, such that these biases are not allowed to form the bases of hiring decisions and work culture.
Facilitating Diversity in Work Environments & Culture
At the same time, we at Liberte know full well how tough it can be to systematically incorporate a structured diverse work environment.
So, here are three crucial steps to take in the right direction:
Liberte’s Job Evaluation Framework
We at Liberte understand how tough it can be to properly incorporate diversity into the workplace.
That is why our HR experts have developed a comprehensive job evaluation framework tailored to incorporate diversity in work environments, while also ensuring that companies attract the right talent and avoid “buyer’s remorse” through relevant job description analyses carefully curated specifically to each company’s organizational structure.