PEOPLE
HOW TO INCREASE DIVERSITY AND INCLUSION IN WORKPLACE Words by Rachel Zammit Cutajar
Discrimination in the workplace is not only a scourge on human rights; it is a thorn in the side of productivity. Research has shown that companies are more competitive when they employ a diverse range of workers. Alain Gavand is a psychologist from the University of Paris – La Sorbonne, and an expert in employment diversity. This is his 101 class on the best practices to increase diversity, and in turn, productivity in the workplace. Discrimination is a scourge on our society and remains tenacious. According to a European survey (Eurobarometer 2019), almost six in ten people think discrimination based on ethnic origin or skin colour is widespread in their country. Over a third of respondents across the EU think discrimination based on being male or female is widespread in their country (53% for sexual orientation). 17% of respondents say they personally felt discriminated against in the last 12 months. And in Malta? The perception of discrimination primarily concerns skin colour (59%) and ethnic origin (51%). However surprisingly, considering Malta’s high ranking LGBTI in Europe, transgender discrimination represents 42% and that resulting in sexual orientation, 38%. Fortunately, equality of individuals and the right of non-discrimination is enshrined in the EU Charter of Fundamental Rights, and the European Union has some of the most extensive anti-discrimination legislation in the world. Discrimination based on a wide range of factors, including sex, race, religion, ethnic background, disability, and sexual orientation is prohibited. In addition to the motivation of human rights and compliance with the law, companies have a lot of reasons to be more diverse. We can see a higher commitment on the part of employees in companies that are more inclusive, which positively affects its performance. An inclusive work environment strengthens an organisation’s ability to innovate. It gives employees the opportunity to realise their full potential. These more diverse and inclusive companies are more attractive and more able to tap into larger pools of potential candidates, which is useful in the context of skills shortages, as is the case in the IT and iGaming industries today. You may understand that companies must invest in diversity management. But what are the solutions to make businesses more diverse and more inclusive? Through my
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experience in diversity training in the workplace, I have identified five levers to achieve diversity and inclusion. These include having a diversity policy, management training, raising awareness among all employees, changing attitudes, and revising human resources processes - in particular, recruitment and career management. Firstly, management must define a diversity and inclusion policy that is clear and understandable for all its employees. It gives guidelines to everyone and defines what is acceptable and what is not, especially in terms of behaviour. For example, it specifically states that sexist behaviour cannot take place in the company and will be punished. This diversity and inclusion policy must be formalised, and it must be accompanied by an action plan and indicators to monitor the actual deployment. This is a long-term process, and the impact often requires several years before it is felt. Management must resolutely have a continuous improvement process. For example, a company can set goals for the feminisation of its managers or its executive committee. In 2003, Norway was the first country globally to adopt a gender quota requiring a 40 per cent female board representation in public limited and state-owned companies. Legislated board quotas have since been introduced in European countries, including Belgium, France, Germany, Iceland, Italy, the Netherlands, Spain and Sweden, as well as in other parts of the world, such as Israel and India. Secondly, managers must be exemplary in their behaviour, respecting all forms of diversity in their team, excluding any racist, sexist, homophobic, or unwelcoming behaviour towards people with disabilities. They must encourage a more heterogeneous environment through promoting a culture of tolerance and open communication. It is important that these managers know how to find the different motivations in their heterogenous and
