The collection of strategies, policies, and missions undertaken by a firm to establish and foster an inclusive workplace that draws a diverse pool of people from various cultural origins is called diversity and inclusion. Aside from providing a competitive advantage, organizations with D&I policies and procedures are more innovative and respectful of diverse viewpoints, attracting top talent in any field. Although they are often used interchangeably, diversity and inclusion are not the same things. In the workplace, inclusion involves ensuring that every employee feels included and a team member. A diverse workforce feels appreciated, seen, heard, and respected. As a result, you will see increased creativity, teamwork, and employee engagement.
While the value of diversity and inclusion in the workplace cannot be overstated, knowing where to begin and how to apply effective practices or methods can be difficult.
Diversity and inclusion are critical to the success of any company. According to a 2020 McKinsey & Co. study, organizations that value diversity and inclusion are 35% more likely to have greater financial returns than firms that do not. Furthermore, Deloitte research discovered that workplace diversity and inclusion might enhance creativity by up to 20%. It’s also an essential consideration for many of today’s job applicants, with 70% saying they want to work for a firm that values diversity and inclusion.
Michael Bach, a well-known Author, has written two books centered around diversity and inclusion at work, “Birds of All Feathers: Doing Diversity and Inclusion Right” and ” Alphabet Soup: The Essential Guide To LGBTQ2+ Inclusion at Work.” The second book revolves around LGBTQ+ inclusion at work. Bach is the founder of the Canadian Centre for Diversity and Inclusion (CCDI) and CEO of CCDI Consulting.
Handling diversity and inclusion
In his work, Michael Bach emphasizes the need for inclusion to be promoted at all levels and owned by the leadership. It is inadequate to hire someone to handle diversity and inclusion. It is vital that leadership accepts responsibility for it and then prioritizes inclusiveness throughout the organization. The first stage is creating a business case in the workplace, and companies should always ask themselves why having a diverse and inclusive workplace is essential. They should next figure out what specific difficulties keep them from becoming one. Then it will be time to plan and carry out their problem-solving strategy. Finally, before repeating the procedure, students should assess their efforts, outcomes, and thoughts.
The right thing to do
The importance of inclusion and diversity in building employee engagement is emphasized throughout the book. It provides a complete picture of diversity, pushing the reader to see the need to implement it into all aspects of a business and highlighting its capacity to enhance production when supported by leadership and principles.
Michael Bach challenges the notion that diversity and inclusion are merely “the right thing to do.” Bach has demonstrated the strategic importance of driving D&I in all types of organizations by integrating his vast subject matter expertise with instructive business situations. On the other hand, the inclusion of LGBTQ+ at work is another topic that Bach has shed a broader light on in his second book.
Creating an LGBTQ+ inclusive workplace
Creating an LGBTQ+ inclusive workplace is not just moral thing to do; it also makes good commercial sense. Employees are protected, valued, and able to participate fully in inclusive settings. According to Oxford research, people who are engaged with their work are 13% more productive, which equates to higher levels of productivity for any organization.
All people, regardless of gender identity or sexual orientation, should have equal access to opportunities and services, and their safety should be protected. Nonetheless, people who identify as LGBTQ+ are among society’s most excluded and stigmatized members. Because of their actual or suspected sexual orientation and gender identity, they are more vulnerable to discrimination, abuse, and prejudice. This may have long-term consequences for their social and psychological well-being and a considerable detrimental influence on society as a whole.
Honors and recognition
CCDI Consulting has received many distinctions under Bach’s leadership, including the Canadian HR Reporter Readers’ Choice Award in the category of Diversity/Employment Equity Consultant in every year the award has been given (since 2016). Bach’s book “Birds of All Feathers: Doing Diversity and Inclusion Right” Received the prestigious 2020 Silver Natilus Award in the category of Rising to the Moment.
Bach has personally received multiple recognitions for his work. He received the Catalyst Canada Honors Human Resources/Diversity Leader award in 2011 and the LGBTQ Workplace Advocate award from Start Proud. He also won the Inspire Award for LGBTQ Person of the Year in 2011, the Pride at Work Canada Leadership Award in 2012, and the Women of Influence’s Canadian Diversity Champions awards in 2011 and 2012.
