Role of HR in Diversity and Inclusion
Diversity and Inclusion has evolved into a critical business strategy from a moral obligation that the HR must handle. This shift has occurred due to the positive impact it is proven to have on performance, innovation and brand. The HR team plays a large role in drafting diversity and inclusion plans, incorporating them into functions like recruitment, onboarding, employee engagement. These functions are the foundation to introducing diversity in the workplace and putting inclusion strategies and policies to practice.
Collaboration with Leadership and Business Strategy Teams
The HR team would have to collaborate with the leadership and the business strategy teams in order to bring in diversity to the organization while simultaneously establishing an inclusive environment. This requires the strategy to be weaved into the organizational practices, culture on many levels. The HR team can also help creating awareness around biases in the workplace that hinder inclusivity, through training programs and establish feedback mechanisms in order to continuously improve the strategies.
Structural Changes for Success
Sometimes there needs to be structural changes in the organization in order to allow diversity and inclusion efforts to be successful. In such cases the HR team needs to work in collaboration with change agents in order to ensure that the change happens in the right direction.
Creating Conscious Decision-Making Teams
Incorporating diversity and inclusion strategies into the workplace requires a team that makes human conscious decisions. The HR team can also consult SMEs in order to devise an effective plan based on the unique needs of the organization. The HR also plays a huge role in employee development in terms of the kind of development and who it reaches. Mechanisms in appraisal and nomination processes can be reviewed with diversity and inclusion in mind. Developmental practices that are focused on diverse groups can also be implemented in order to fast-track the culture of inclusion.
Enhancing Employee Engagement through Inclusion
The HR team is primarily responsible for employee engagement and while doing so, they can focus on devising new practices that engage diverse groups and enable majority groups to gain awareness of other culture. This culture sharing leads to increased cohesion and broadening of perspectives.
Leveraging Internal Data for Diversity and Inclusion
The HR team can utilize the internal data that has been accumulated in the organization over the years to conclude on the areas of diversity and inclusion that need priority focus. They can also devise feedback mechanisms as a part of processes like recruitment, onboarding, employee experience, training & awareness programs, change strategies being implemented.
Feedback Mechanisms and Policy Establishment
The feedback process can further be anonymous or targeted at the diverse groups in order to receive unbiased feedback that will aid the diversity and inclusion strategies. The Role of HR in diversity and inclusion needs to collaborate with the leadership in order to establish policies and practices that support these strategies.
The Critical Role of HR in Strategy Success
The extent of involvement the HR team has in establishing diversity and inclusion practices will be proportional to the success factor of the strategies since they are at the ground level of implementing and promoting these practices. Their commitment to the process and the collaboration of teams across the organization will ensure the success of diversity and inclusion strategies.
