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DIVERSITY TRAINING BEGINS AT THE TOP
To ensure your organization’s diversity and inclusion work is im-plemented
in a holistic fashion, it is important to provide related
training to all employees. Organization-wide training should
include a review of discrimination and harassment policies, educa-tion
on the use of respectful (versus harmful) language, and detail
what an employee should do if they experience or witness discrim-ination
or harassment. Manager training should include all this,
plus specific training on identifying and eliminating unconscious
bias that may affect hiring and promotion decisions. Executive
training must emphasize the critical role that leaders play in foster-ing
an inclusive workplace. Above all, training should be reinforced
with appropriate behaviours modelled at all levels of the organiza-tion
(especially the leadership level) to ensure your initiatives are
embedded in the day-to-day functioning of the organization.
PUT YOUR MONEY WHERE YOUR MOUTH IS
The best way to show support for diversity and inclusion is to
make it part of an organizational structure, and this includes
providing a budget. This shows that an organization recognizes
the business and social value of fostering an inclusive workplace.
Financial support for training ensures everyone in your organi-zation
is aware of your organizational commitment to creating
an inclusive workplace. Financing ERGs encourages inclusive so-cial
events and initiatives. Financial support for inclusive benefits
helps people feel valued and cared for in the workplace.
While anti-discrimination law is a promising first step to-wards
inclusion in the workplace, organizations must be the
main drivers of practical, tangible change. Effective diversi-ty
and inclusion initiatives must be multi-faceted, integrated
and stem from a sincere belief that diversity in all its forms
is a competitive advantage. Diverse perspectives drive creativi-ty,
innovation and foster a feeling among employees that their
opinion matters, which encourages them to give their best ef-fort
and stick around. n
Alison Grenier is the head of culture and people at Great Place to
Work Canada.
anti-discrimination law
THE BEST WAY TO SHOW SUPPORT FOR DIVERSITY AND
INCLUSION IS TO MAKE IT PART OF AN ORGANIZATIONAL
STRUCTURE, AND THIS INCLUDES PROVIDING A BUDGET.
50 ❚ OCTOBER 2017 ❚ HR PROFESSIONAL