EDUCATE
EMBRACING DIVERSITY— THE ORGANIC WAY BY LORI HAWKINS
I
n today’s competitive job market, attracting diverse talent is imperative to the success and overall health of your company. Currently, a large portion of job seekers review the records of diversity and inclusion (D&I) policies of the companies of their potential employers. Workforce satisfaction and retention can be directly correlated to these policies and procedures used by companies hiring those underrepresented workers.
orientation, religion, political affiliation, race, ethnicity and cultural background." An Inclusive workplace would value all of these differences between employees and accept and treat all equally.
Further, about 4 in 5 Black (80 percent), Hispanic (80 percent) and LGBTQ (79 percent) job seekers and employees report a diverse workforce is an important factor when evaluating companies and job offers.
I am sure these are values that all employers would like to embrace at their companies. But to make it organic and natural to the organization can prove more difficult at times for employers.
Nearly half of Black (47 percent) and Hispanic (49 percent) job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white (38 percent) job seekers and employees. (Glassdoor D&I Workplace Survey, 9/30/20)
The definition of diversity and inclusion can be described as “a company’s inclusion of employees from a variety of cultures and characteristics such as age, gender, sexual
More than 3 in 4 employees and job seekers (76 percent) report a diverse workforce is an important factor when evaluating companies and job offers.
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Pro Landscaper USA South May/June 2022
Glassdoor also recently compiled a survey of D&I in the workplace. They found:
Among the many benefits of a publicized D&I policy in practice are: •
An increase in the variety of perspectives available to employees and the company
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