An organization can run optimally without necessarily changing the whole dynamics of its structure. The essence of diversity and inclusion, if done effectively, is to ensure comprehension of the changes in diversity within an organization, but beyond that, a motion is set in place for strategic plans that promote learning and innovation.

A shift in attention towards individual differences and cultural establishment of institutions, allows the translation of diversity into a resource beneficial to both the employees and organization.

In previous years, in the corporate world, the culture of diversity and inclusion get frowned at since it was viewed as not having strong variables to have a direct impact on an organization’s performance, but recent changes in the corporate society have proven that these variables are important not to get ignored in the workplace.

Early this year, H & M, an online shopping outlet, faced a public outrage from a number of the African-American community, after the organization used a black child in its advert, where the little boy was on a sweatshirt, displaying “coolest monkey in the jungle.”

Responding to the charade, the company hired a diversity expert and rendered an open apology on its website, but on the flip side, not every organization would wait for their name to be soiled in diversity and inclusion issue.

With these, some organizations are still in doubt, as to its implementation, but should the issue of diversity and inclusion need to be in contention?

The fact remains that, the life wire of an organization is in the strengths of people, even, capital and machinery would come to naught when humans are not there to put them into effective use.

A survey in 2018 showed that the female gender was poorly represented in Startups that are tech inclined. An earlier study also reflected the high percentage of companies with a poor plan for inclusion.

Considering the role of tech Startups, it would be diminishing for companies to encourage a homogeneous structure because, what they offer is for the global village, with a customer base from a diverse background. You need a strategy set in place, to properly handle these tasks.

The following tips show simple ways for a cultural transformation in an organization

Have an initial plan

As stated previously, waiting to counteract for a diversity and inclusion issues, to draw the first blood, might put your organization in a bad light. Do not be reactive but rather proactive with the issue.

Getting on top of all the current trends in your industry is not sufficient. You should strive to place value on the psychology of human nature, by getting up to speed the latest on human management and effective relationship.

Deliberately show inclusion and diversity to your employees, then, the business would take care of itself.

Consider your method in diversity training

The training department of your organization might be missing the mark if they think that simple staff training can solve the challenge of diversity and inclusion within the organization.

People have diversity in experiences therefore, it is important to ensure proper connection among the employees and management beyond the training room.

Getting one-on-one feedback from your employees beyond the training session would give you great insights on how to focus your energy on the diversity and inclusion issue.

Do a follow-up session

Following up on training go a long way in helping to tackle the challenges of diversity and inclusion issue brings to the table.

Doing this you would get to know if further complains exist resulting from the issues. You can, then, re-plan the method you have previously applied.

The effort is worth the risk

Two focused solutions exist for your business. These are business and people focused solution. The former should not get prioritized over the latter.  They are, even, two separate entities. If you cannot handle the issue, a need exists to get the services of an expert in the field. 

Studies by McKinsey & Co., shows that companies with a diversified executive board, had higher returns on equity, than those that do not have.

At this point, the emphasis indicates that, the dynamics of hiring has to change, to encourage diversity and inclusion. In the end, the goal is to get whoever it takes on board, to be of great benefit to your organization.