Five diversity and inclusion priorities for 2022

Diversity and inclusion priorities are a trend that companies paid attention to in 2020, but in 2022 its effect has only increased. Diversity in the workplace UK in 2022 is when organizations focused on DEI (diversity, equity, and inclusion). Many leaders have set themselves the following goals:

• create an inclusive and equal culture that takes into account the interests of all people, regardless of their origin, gender, age, etc.;
• review recruitment policies and support fair recruitment without bias or prejudice.

What are the top five takeaways and D&I tools from companies about diversity and inclusion in 2021 and why DEI is a priority in 2022?

Investing in DEI pays off.

Diverse teams work better. They make informed decisions, collaborate more effectively with each other, and are more involved in the work process. Diversity and inclusion have a tangible impact on a company’s bottom line.

A culture of diversity and inclusion needs to be supported at all levels.

A DEI culture can only be successful when everyone is in it. Employees, top managers and the HR department play a critical role in the implementation and expansion of diversity initiatives.

A culture of communication in which employees at all levels can communicate with each other on a variety of topics will help create a green and healthy environment in the company.

The DEI range needs to be expanded.

Many companies are directing efforts to hire more women and BIPOC employees, but the true range of DE&I goes beyond that and includes the following metrics:

• gender identity outside the binary system;
• sexual orientation;
• personality type;
• ethnicity;
• immigrant status;
• physical abilities;
• religion;
• language.

DEI activities must be integrated into every area of employee contact, from email language to meeting procedures. Companies that want to build a diverse workforce will have to put in a lot of effort to create a thoughtful DEI culture.

In addition to recruiting, a culture of diversity and inclusion can include:

• changes in the design of corporate gifts that will suit all employees regardless of their faith, gender, etc.;
• creating offices and meeting spaces that are accessible to all employees and guests;
• development of a code of conduct that all employees must read and accept as part of the employment contract.

Successful implementation of a DEI culture starts with hiring

Millennials make up the majority of company employees. Millennials will probably make up 50% of US employees over the next two years, rising to 75% by 2030, according to the US Bureau of Labor Statistics. When hiring millennials, remember that 44% of them identify as racial minorities.

The DEI culture is not created by itself.

Creating a culture of diversity and inclusiveness requires work at all levels of the organization. Management, HR and top management should follow the same idea. Creating a better future for employees, thereby improving their experience of interacting with the company.

For an HR specialist, this task is especially important and often includes restructuring the corporate culture, creating a code of conduct that will be in line with the values ​​and mission of the company. It is these factors that are the most important element for creating a DE&I culture in an organization.

The key idea of ​​the entire article is as follows – all companies are different. But this does not negate the fact that all people are equal. And the main task of management is to create an environment in which each employee knows that others respect his lifestyle, and they can freely express themselves, show individuality and be themselves, without fear of condemnation due to prejudices or stereotypes of the past.

Diversity and inclusion priorities contribute to creating an atmosphere in the company where employees feel confident, share their ideas, while respecting colleagues, even if their points of view differ.