6 Powerful Ways to Promote Workplace Diversity and Inclusion

Shefali Vasave | February 24, 2022

Diversity is the inclusion of different people and ideas. When we talk about workplace diversity and inclusion, we mean an equal representation of people from different backgrounds, cultures, genders, and abilities. Diversity helps create a company culture where everyone is valued and respected.

Companies with diverse management enjoy a 19% increase in revenue when compared to their counterparts. Not only that, gender-diverse teams outperform at a rate of 21% in profitability. (Source: Deloitte)

Introduction: Why Diversity Equity and Inclusion (DEI) Matter

According to a Pew Research Center study, it is estimated that by 2065, there will no longer be a single racial or ethnic majority in the U.S.

In addition, gender diversity is also an important component of the workplace. In 2017, a Pew Research survey revealed that over 47% of women have faced workplace discrimination. This is in stark contrast to the results of a Harvard and Princeton study that showed that women were more likely to be hired when applications were submitted anonymously.

Women also earn only 82% of the wages that men earn for the same work. The fact that women will make up 47.2% of the workforce by 2024 (Source: Deloitte) makes it no surprise that gender equality and diversity are important issues.

“Of course, diversity is something that you always have to work at, and while we’re proud of our progress, we know we still have a way to go yet.”

- Nabila Salem, President of Revolent Group

Although DEI programs are becoming common, their impact is yet to be fully known. According to a study by the National Bureau of Economic Research, only a small fraction of Fortune 500 companies have published their DEI data. Only 22 companies released the full data on their DEI programs or the racial and ethnic makeup of their workforce.

Equal Employment Opportunity Act (EEOA) and its Impact on HR & DEI

The Equal Employment Opportunity Act (EEOA) was enacted on July 2, 1964, to prohibit discrimination based on race, color, religion, sex, or national origin. It is a federal law that applies to all employers with more than 15 employees.

The EEOA has been a catalyst in helping companies champion workplace diversity and inclusion. Today, 48 states have an equal pay law in place that bars employers from paying female workers less than their male counterparts for the same work.

However, the bias against hispanic and black workers hasn’t improved much in the past 20 years. Based on the statistics released by the Equal Employment Opportunity Commission (EEOC), 1,889,631 complaints have been filed with the EEOC. Of these, discrimination based on race, disability, and gender made up 34%, 32%, and 30%, respectively.

Workplace Diversity Trends and Examples of DEI in the Workplace

Modern organizations still have a lot of ground to cover when it comes to incorporating meaningful diversity, equity, and inclusion into the workplace.

Celebrating Diverse Holidays

Celebrating cultural holidays and events is part of making a diverse team feel accepted. For instance, Coupon Lawn, a coupon code platform, takes pride in celebrating events like the Gay Pride Parade, Martin Luther King Jr. Day, and Women’s Day.

“We come together as a team and celebrate these special occasions to show that we support our employees."

- John Howard, CEO of Coupon Lawn

Creating a Buddy System

Organizations might want to take a leaf out of EpicWin App’s book when it comes to making new employees feel welcome no matter their gender, race, or ethnicity. The company has a buddy system that pairs a new employee with a tenured member of the team who then spends the day together. This ensures an inclusive environment and a positive company culture.

Integrating Diversity Into the Product

Sometimes, building DEI into your company culture requires bold steps. Hummii, the healthy snacks and ice-cream startup, encourages employees to contribute towards the company’s products by allowing them to create new flavors that are inspired by their culture. What better way to make inclusion a workplace staple?

Making Recruitment Anonymous

It is no coincidence that women are more likely to be hired when submitting blind applications. This is why anonymous recruiting is the way to go if you want to make DEI a part of your inclusive hiring process. Professional Employer Organization (PEO) is leading by example. Every resume it receives, it makes anonymous by covering up photos, ages, genders, and names. This allows the organization to make a fair hiring decision and bypass internalized biases.

Investing in L&D for Diverse Employees

Providing equal learning and development opportunities is the essence of workplace diversity and inclusion. The Product Reviewer, a leading digital platform for product reviews, ensures they include skill development and growth as part of their DEI strategies. By engaging employees and investing in consistent talent development across the board, the company makes sure they walk the talk when it comes to DEI.

Refining biased AI-algorithms

A discussion on workplace diversity trends would be incomplete without mentioning AI and machine learning algorithms. After all, AI is dominating hiring and recruitment in a big way. However, a Harvard study pinpointed that DEI-driven AI is still in its nascent stage. Facial recognition technologies that discriminate based on skin color have existed not too far in the past. AI algorithms are no different. Resume.io is working to remove AI-based discrimination by retraining its AI to exclude personal information while screening CVs.

"As fundamental as these notions of equality might seem to you, the reality is that we live in a world that is immensely unequal."

- Rashim Mogha, Founder - eWOW

To Conclude

Diversity, equity, and inclusion are essential components for forward-looking organizations. Beyond the compelling business case, diversity in the workplace is essential to creating a more functional and productive social climate. Organizations must work towards building a company culture that goes beyond mere symbolism. To be able to survive in fast-changing business landscapes, they must embed DEI deep in the organizational DNA.

Frequently Asked Questions

Who is responsible for the diversity and inclusion strategy?

The implementation of a diversity and inclusion strategy is the responsibility of the company’s leadership in conjunction with HR. They are responsible for setting up the strategy, communicating it, and implementing it.

What steps can be taken to reduce or remove bias in a company?

The best way to reduce or remove bias is to take steps towards awareness and understanding of the biases that exist in your company. HR leaders must then use this information to design DEI strategies and hiring practices that eliminate these concerns.

What are the benefits of a diverse workforce?

A diverse workforce can bring a variety of perspectives to the table. This can lead to an increase in innovation and creativity. It also makes the workplace more inclusive and welcoming for all types of people.


IKYA Human Capital Solutions - A Division of Quess Corp Limited

IKYA Human Capital Solutions is a division of Quess Corp Limited - India's market leading business services company. With revenues of about Rs. 25,728 million [For 15 months period ending March 31st, 2015], Quess Corp is a step-down subsidiary of USD 42+ billion (as of 30th Sept 2015), multinational, Fairfax Financial Holdings Group; held through its Indian listed subsidiary, Thomas Cook India Limited.


Inspiring Quotes from Women Leaders Creating a Difference

Article | March 8, 2022

“It’s not only about raising ourselves, but also raising other women, because when we rise together, we rise so much higher!” – Eliza VanCort, Author and Motivational Speaker, Eliza VanCort. International Women's Day has been celebrated for over a century, with the first gathering held in 1911. Since then, women have proven their worth in virtually every field, from politics to business to academia. Today’s women are striving to uplift other women, are brands in themselves, and are breaking barriers in their personal and professional lives. This year’s International Women’s Day campaign theme #BreakTheBias promotes and glorifies this change. On this International Women's Day, we have compiled inspiring quotes from women leaders we've had the pleasure of communicating with. Take a minute to celebrate their achievements and contributions to their industry. Foster Connections and Build Trust “When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.” – Carrie Missele, Director, Inspirant Group. Gain Knowledge from Peers “Professionals (especially young professionals) gain a vast majority of their knowledge from their peers - watching, listening, asking questions, and building relationships with others.” – Amber Vanderburg, Founder, The Pathways Group. Boldly Communicate Value “Communicating value is especially important for an agency because agencies are in the ideas business. Ideas are abstract and abstract things are difficult to value.” – Jody Sutter, Founder, The Sutter Company. Analyze to Stay Competitive “The most essential way to stay competitive is to continuously analyze for product-market fit.” – Julia Markish, Director, Advisory Services at Lattice

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Article | March 4, 2022

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The firm’s screening process for its agent recruitment involves an online form that is scored against existing Allstate model agents. The scoring is instant and applicants can proceed to the second round immediately. Embracing technology like AI for screening resumes and video interviews is another great way to cut down on hiring time, improve communication with candidates, and eventually boost your employer brand. #5 Use Social Media Platforms Efficiently Social media has metamorphosed from a socializing platform to a multipurpose business machine. From selling to customer care to recruitment, businesses are now using social media for more than just increasing brand awareness. Social media recruiting is a great way to reach your target talent pools and customers simultaneously. This is especially significant as both groups tend to overlap. According to Glassdoor reports, over 79% of job seekers use social media in their search. In addition, a 2019 survey by Jobvite revealed that 35% of respondents learned about new opportunities from social media. Therefore, integrating social media into your online recruitment process can help you leverage its reach. In Conclusion Attracting and recruiting the right candidates goes beyond the regular recruitment process. In fact, according to WetFeet.com, 20% of job seekers apply to companies after having viewed their product ads. Branding and marketing in HR are more important than ever before. However, this doesn’t mean that you neglect the foundation of the online hiring process. Whether you use traditional job application methods or an online application process, ensure that it is user-oriented. It should encourage the right people to apply and make your company seem like a good place to work. Frequently Asked Questions What are the advantages of the online recruitment process? The online recruitment process has many advantages. First, it is accessible to a much wider audience than traditional methods. Second, it allows companies to process and interview more candidates in less time and with fewer resources. Third, it reduces the cost of recruiting and hiring new employees. What are the disadvantages of the online recruitment process? Online recruitment that uses AI is known to be discriminatory. In addition, the lack of face-to-face interaction in an online recruitment process can lead to well-matched candidates being screened out in the first step itself. How to implement a clear hiring process? The following steps will help you create a clear hiring process: Define what you need Create job descriptions Define the qualifications for each job description Prepare for interviews by doing background checks and preparing interview questions

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3 Companies Acing the Remote Onboarding Process And What You Can Learn

Article | March 3, 2022

Organizations worldwide had to reimagine their hiring processes almost overnight in 2020. As a result, the role of human resource professionals has become increasingly challenging. From optimizing hiring processes to cultivating new remote-friendly company culture, the transformation was unprecedented. However, as the grip of the health crisis loosens, companies are increasingly acknowledging the value of remote work. Virtual workers are the focus of new policies, strategies, and even processes, even as remote offices move to hybrid workplaces and virtual workers become more important. But looking forward, human resource teams still have their work cut out for them. There is much to calibrate, and it must be done quickly. And it all starts with a sound onboarding process. In this article, we talk about how recruiters can fine tune their remote onboarding process and leverage the advantages of the new hybrid working culture. 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For example, if your employees require specific equipment and systems to do their work, you need to streamline the process of delivering equipment and integrating new hires into the new systems . Welcome Kit Engaging employees is a top priority for human resource professionals today. With remote work, it becomes even more imperative. Include a welcome kit as a part of your new hire’s onboarding checklist. It can provide a sense of direction for new remote workers. Additionally, you can include a company handbook with company information like benefits, points of contact, and maybe a voucher for free lunch. Buddy System Fitting into an existing social office system can be daunting for a new hire. A buddy system can mitigate new workplace anxiety to a great extent. Assign a go-to person when onboarding new employees. They will guide the new hire to settle in, ensuring that the new remote worker doesn’t feel disconnected from the rest of the organization. Orientation Orientations should continue to be a to-do on every virtual onboarding checklist. Conduct a virtual orientation when onboarding new employees to address the company overview, history, the roles and responsibilities of the new hire, and HR procedures and policies. Company Culture Briefing your HR team about onboarding best practices should cover company culture as an essential topic. You want to make new hires feel welcome and align with your company’s culture as quickly as possible. Feedback Check with your new hires about their progress and seek feedback about their remote onboarding process. Conducting a survey is a great way to identify pain points. You can then tweak your employee onboarding process accordingly. “It may sound simple, but we need to listen to our employees in order to be a force for change.” - Brandy (Rosner) Zimmerman, Vice President of People Operations at TaskUs How Three Industry Leaders Are Using Onboarding Best Practices HubSpot HubSpot, a leading marketing software provider, pivoted to a remote onboarding process by developing remote work guides. The company also tracked the live participation of new hires on its internal education system, Learn@HubSpot, to map out learning and immerse new hires in the process quickly. Vistaprint As part of their onboarding best practices digital printing giant Vistaprint makes extensive use of live orientation and a new hire social. Also, the company plans to implement a 100-day training program that will provide a remote-first learning experience for new hires. Salesforce The tech giant is leading the virtual employee onboarding process, having recruited 10,000 people. Salesforce integrated networking opportunities for new hires to get acquainted with current employees. The organization also has a dedicated business technology team to handle the logistics of setting up remote workers with the necessary systems. Conclusion: Automating the Employee Onboarding Checklist The process of onboarding new employees is a time-consuming and expensive task for any company, especially those with a remote workforce. According to Digitate, new hires are twice as likely to look for other opportunities if they had a bad onboarding experience. It is an essential step towards hiring and retaining talent and reducing overall hiring tasks. Not every component of the virtual onboarding checklist has to be manual. With automation and artificial intelligence, you can streamline the employee onboarding process. Frequently Asked Questions What are the most important factors to consider when onboarding new employees remotely? The most important factors to consider when onboarding new employees remotely are: How well the company knows the new hire before the employee arrives How well the company can assess and train remote employees The company’s culture and how it is expressed in different locations What is the best way to start a remote employee's first day? A remote employee's first day is just like a regular employee's first day. First, they should be introduced to the company and the team they will be working with. What documents should be sent to a remote employee before they start work? Some of the documents to send as part of your remote employee onboarding checklist include: Employee handbook and contract of employment Processes, procedures, and policies Guidelines on how to use the company's equipment or software Company's intranet site Company's social media profiles Policies on email usage in the workplace

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Best Practices for Enhancing Cybersecurity Awareness in the Workplace

Article | February 28, 2022

Importance of Cybersecurity Awareness in the Workplace As the world becomes increasingly interconnected, more people and businesses are using technology, increasing the risk of data loss and theft. Cyberattacks are becoming more sophisticated and difficult to detect. The cost of cybercrime is also on the rise. In 2016, cybercrime cost the world $450 billion—an average of $12 million per hour. In 2022, things are getting even more serious. According to Fintech News, there has been a 600% uptick in cybercrimes following the COVID-19 pandemic. Cybersecurity compliance is not just about protecting the resources of your company, but also about your employees, customers, and stakeholders. It’s important to understand the serious implications and what organizations can do to tackle cyber security in the workplace. HRM leaders have the added responsibility of ensuring that the correct cybersecurity protocols are in place. Due diligence starts right from the hiring process. Why Does Employees' Cybersecurity Awareness Matter? While recruiting for important roles, HR managers need to be well-acquainted with the roles and responsibilities of the job they are advertising. It is prudent to understand what type of access and authorization is required for an employee to be able to do their job and the scope of data and responsibility they are being trusted with. “From a cyber perspective, the industry needs to ensure that the movement of digital information is regulated and monitored, protection is put in place for unauthorized access, which in turn would allow for confidentiality.” - Tinesh Chhaya, Founder, Decipher Cyber Your employees are using their personal devices to access company information. As workspace expands to accommodate homes and work becomes more flexible, information is more vulnerable than ever. While working from home is the need of the hour and is becoming the most popular way to work, there is an increasing need to fortify digital security. In fact, a study by Tessian suggests that 47% of employees cited distraction as the reason for falling for a phishing scam while working from home. According to Malware Bytes, remote workers are also responsible for security breaches in 20% of organizations. 3 Tips for Delivering Cybersecurity Awareness Training in Your Organization Since employees have access to sensitive company data and customer information, it is essential to provide cybersecurity awareness training that does not jeopardize said data. Consider the case of Avast, a Czech cybersecurity firm specializing in anti-virus software solutions. In 2019, a hacker was able to compromise an employee’s VPN credentials. The attack was aimed at inserting malware into Avast’s product. Though the attack did not threaten customer data, it could have posed a major security threat to Avast’s customers and jeopardized its reputation. “Cyber attacks are not only becoming more prevalent but also more clever in how they attempt to steal sensitive information from users.” - Adam Cason, Vice President of Global and Strategic Alliances at Futurex In order to protect your organization from these cyber security risks, you want to create a culture that fosters cybersecurity awareness and promotes the importance of security awareness training among employees and management alike. Here are three tips for creating a new digital culture in your organization: Onboard New Employees With Cybersecurity Awareness Training For a solid cybersecurity awareness culture, consider disseminating training as part of the standard onboarding process. New employees, regardless of their role, should be made aware of phishing attacks, authentication, passwords, removable media, remote working cybersecurity policies and best practices, and mobile security. Conduct Certification in Cybersecurity Awareness Many organizations conduct certification and annual re-certification cybersecurity training to ensure that all employees are up-to-date on the newest developments in cybersecurity as well as tools, technologies, and cyber threats they should be aware of. Conduct Job-Oriented Training Some of your employees may be more vulnerable than others when it comes to cyber-attacks. C-level executives are a particularly common target. Therefore, customizing your cybersecurity training based on the job role is a smart step to ensure both cybersecurity compliance and better cyber resilience among your most vulnerable employees. Conclusion: The Proper Steps Towards Building a Highly Effective Cyber Security Culture The first step to building a highly effective culture of cybersecurity in the workplace is to identify what needs to be protected. Then there is a need to make sure that all employees are aware of the risks and know how to protect themselves, their work, and the company’s data. This also includes informing your employees about the liabilities they will be subject to if they fail to comply with cybersecurity measures. The third step is to make sure that all employees are trained on how cyber attacks happen, what they can do in case they get hacked, and what steps should be taken if they suspect someone else has been hacked. Cybersecurity is an ever-evolving field that requires both education and constant training to not only stay up-to-date on the latest threats, but also to be able to protect oneself from malicious cyberattacks. There’s no doubt that HR teams have a challenging task on their hands. They must optimize the HR process to address the challenges of hiring new employees while maintaining the sanctity of the company’s data. The importance of security awareness training cannot be ignored. The tips in these articles will not only help you build a culture of awareness around cybersecurity but also reimagine your approach to attracting, hiring, and retaining talent in the light of a digitally driven world. Frequently Asked Questions What is the role of social media in cybersecurity? Social media is a powerful tool for cyber security because it can be used to identify and understand the needs and wants of people. Governments and organizations can use social media to predict events, detect potential cyber threats, and prevent disasters. What are the benefits of cyber security? Here are some of the benefits of cyber security: It protects data from being stolen or destroyed by hackers. It prevents unauthorized access to computer systems or networks. It protects against viruses that can compromise sensitive information. What is phishing and how does it work? Phishing is a type of cyber-attack that attempts to steal sensitive information such as usernames, passwords, and credit card details by masquerading as a trustworthy entity in an electronic communication.

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IKYA Human Capital Solutions - A Division of Quess Corp Limited

IKYA Human Capital Solutions is a division of Quess Corp Limited - India's market leading business services company. With revenues of about Rs. 25,728 million [For 15 months period ending March 31st, 2015], Quess Corp is a step-down subsidiary of USD 42+ billion (as of 30th Sept 2015), multinational, Fairfax Financial Holdings Group; held through its Indian listed subsidiary, Thomas Cook India Limited.