Hiring diverse employees is important for numerous reasons. Not only does it boost employee moral, it’s also proven to double your bottom line and so much more.
Although, an organization doesn’t achieve these results by simply on-boarding diverse talent. We have to start focusing on the aftermath. This means that once the employee is hired, they also have to feel like they are included and belong.
Thus, the essential ingredients for success are not just diversity, but also inclusion and belonging (DIBS). You need all three to benefit from your diverse hiring initiatives.
Keep reading below to find out how COO Maaz Rana, defines DIBS in the workplace, and why it is so important to prioritize!
There’s always a misconception regarding diverse hiring, because most often employers think that meeting a quota will solve their problems. The situation is often more complex than that.
We forget to include inclusion and belonging in this mix. Before diving into the benefits, it’s important for us to understand what these terms actually mean. Hence, below I will give a breakdown of the definitions.
Diversity: This is the state of having different types, forms, experiences or ideas together. Diversity includes race, gender, ethnicity, sexual orientation, thought, etc.
Inclusion: This is the state or act of including or being included within a structure or group. So basically, this means creating an atmosphere where people feel welcome, supported, heard, respected and valued to participate.
Belonging: Belonging means to be able to be yourself and feel valued and accepted for who you are. Employees feel like they belong when their diverse thoughts, feelings and perspectives are valued in the organization.
DIBS is the missing link to success in any diversity initiative.
After a diverse employee has been hired, it is up to the organization on how they will leverage this opportunity. Many organizations fail to benefit from their hired talent, by excluding inclusion and belonging from the mix. Employees need to continue feeling welcomed and like they belong, beyond just the recruitment process.
If you have diverse employees who feel isolated and undervalued, they will be demotivated to bring their innovative ideas to the table. Organizations have great talent on their teams, but they will never realize it if that talent continues to be unheard and isolated.
However, once an organization practices DIBS they automatically attract quality talent, promote retention, create products that appeal to diverse markets and even improve decision making.
That is because their employees feel like they are heard and valued, no matter their differences and despite their diverse perspectives. Companies that understand these values are often the employer of choice, as these actions show that they genuinely care for their employees during their entire time at the organization.
The best way to actually harness talent, is by making staff feel like their diversity is a strength and not a reason for isolation. Only by including employees and ensuring they feel like they belong, can staff actually thrive, reach their full potential, and feel as though they are in a safe space to contribute their talents.