Creating a Positive Workplace Culture: Diversity, Equity, and Inclusion Initiatives

Creating a Positive Workplace Culture: Diversity, Equity, and Inclusion Initiatives

Hasnain Javed
Copyright: © 2024 |Pages: 28
DOI: 10.4018/979-8-3693-0972-8.ch020
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Abstract

The chapter will focus on creating more inclusive and diverse places as well as how to ensure that companies can foster and succeed while maintaining these critical aspects. It will also investigate the implementation of innovative HR practices and the technology that is aiding companies to be successful in these measures. Another aspect of D&I is their impact on technological advancements at workplace. It has been seen that to create more positive workplaces, organizations often deploy technology that further enhances its productivity and output. Multiple viewpoints lead to innovative ideas, services, and goods and help people think creatively. Companies no longer see diversity and inclusion efforts as separate from their other business practices. They know that a diverse staff can set them apart from their competitors and help them get new clients.
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Types Of Diversity

There are several types of diversity that organizations should consider in order to create a uniquely inclusive workplace. Some key styles of diversity that organizations should ponder include thinking, generational, and socioeconomic diversity (Cox. 1991). By carrying together people with miscellaneous cognitive styles and thought processes, firms can foster a culture of innovation and acute reasoning. This can lead to more efficient problem-solving and managerial-making means. These include:

  • 1)

    Racial and Ethnic Diversity: It implies to the representation of separate racial and ethnic circumstances within an institution. By adopting racial and ethnic diversity, groups can foster belongingness and create an accepting environment for employees.

  • 2)

    Gender Diversity: Gender variety describes the representation of both men and women within a company. It is important to ensure equal breaks and exclude gender biases to create a workplace that profits and respects all sexes.

  • 3)

    Age Diversity: Age diversity concerns having employees of unusual age groups positioned in a way to weight their experience, unique talents and concentrations.

  • 4)

    Cognitive Diversity: Cognitive diversity is the variance in cognitive styles, ratios, and problem-solving styles among personalities.

  • 5)

    Experiential Diversity: Experiential diversity examines to the diverse range of experiences, environments, and skills that individuals bring to an firm.

  • 6)

    Generational Diversity is a critical aspect of diversity in the workroom. With multiple generations simultaneous in a workforce, companies can gain from their unique perceptions and capabilities. This can help bridge the generation gap and promote collaboration and understanding among employees of different generations.

  • 7)

    Physical Ability and Neurodiversity: Physical Ability is the means or skill to perform a task physically. While it may not permanent, can fluctuate throughout one’s life, and reflects another aspect of diversity in our communities. According to many experts, “disabilities do not necessarily limit people unless society imposes assumptions that do not account for the variation in people’s abilities.”1

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