How HR Can Improve Workplace Diversity and Inclusion

 How HR Can Improve Workplace Diversity and Inclusion

• Introduction

    Diversity and Inclusion (D&I) is a focus area for human resource management and has become essential in the workplace. A diverse workforce is made up of individuals who are different in their backgrounds, perspectives and experience and this diversity in itself brings with it more creativity and innovation. Yet true inclusion cannot be forced, it has to be actively undertaken by the HR departments to ensure equality and fairness. Diversities and inclusion in companies are widely known for helping companies improve employee engagement, strengthen team equivalency, and boost business performance (Datta, Auadhati & Narayanamma, P. Lakshmi. (2024).

Figure: 01 

Resource: Surabhi. (2023)

• Understanding Workplace Diversity

Workplace diversity refers to the inclusion of employees from various demographic, cultural, and social backgrounds. This includes aspects such as ethnicity, nationality, gender, sexual orientation, age, and disabilities. A culture of openness and respect, which is fostered by diversity, enables employees to share their unique insights and ideas. As a result, organizations that embrace this culture create working conditions where employees feel valued for their individuality, leading to increased collaboration and better decision-making. If businesses aim to serve a diverse customer base, it is essential for human resources to ensure diverse representation across all departments (Hussain, Alia & Farooquie, Jamal & Taqa, Amer. (2021). 

Figure: 03

Resource: Enaohwo, O. (2025)

• The Importance of Inclusion 

Diversity is about representation, while inclusion ensures that all employees feel respected, heard, and empowered. An inclusive workplace provides equal opportunities for all employees to contribute their experiences and grow in their careers. When diversity is only represented by a line on a resume or a meeting with a diversity committee, it can become superficial, leading to disengagement and underutilization of talent. Ambition should naturally complement inclusion. Human Resources must ensure that workplace policies foster an inclusive culture by implementing practices such as open communication, a fair promotion process, and involvement in decision-making. A culture of inclusion means that everyone can belong and that each employee feels valued by their employer(Latsoomanan, (2023)).

• HR Strategies to Improve Diversity and Inclusion

Containing diversity is a job of HR and its job is to design and implement policies on how to enrich diversity and inclusion. The introduction of how to improve diversity and inclusion by implementing bias free hiring practices through blind recruitment and diverse interview panels prevents bias in the procurement process in order of eliminating unconscious biases in recruiting. Diversity training programs teach employees that the differences between people are recognized and that individuals should behave in a more inclusive way. HR must also be equally committed to give equal growth opportunities to underrepresented employees through creating fair criteria for promotion and mentoring programs. In addition, the implementation of inclusive workplace policies like flexible work arrangements and employee resource groups allows for diversity in needs within the workplace. Moreover, to create inclusivity in the organization, cultural events and employee appreciation initiatives recognize and celebrate diversity.

Video: 01

Resource: https://www.youtube.com/watch?v=nmjXn7nO8uo

• Benefits of a Diverse and Inclusive Workplace

A strong diversity and inclusion (D&I) strategy offers numerous advantages to organizations. A more diverse workforce leads to greater innovation and improved problem-solving, as team members bring unique perspectives to the table. This increased diversity fosters higher employee morale, which in turn boosts engagement and job satisfaction.

Moreover, companies that prioritize D&I tend to build a positive reputation, attract top talent, and expand their customer base. Research shows that businesses with diversity initiatives often achieve significantly better financial performance compared to those that do not prioritize diversity. This is largely because diverse teams are more capable of making well-informed decisions, ultimately driving business growth (Washington State University (2023)).

• Conclusion

Strategic policies, such as fairness, respect, and equal opportunities, need to be implemented by HR departments to foster diversity and inclusion in the workplace. A genuinely diverse and inclusive workplace empowers employees, enhances collaboration, and is essential for successfully running a long-term business in the age of millennials. Organizations that prioritize diversity and inclusion develop a stronger, more engaged workforce, which contributes to innovation and overall corporate excellence.

References

Datta, Auadhati & Narayanamma, P. Lakshmi. (2024). Diversity and Inclusion in the Workplace: Strategies for Effective Human Resource Management. 4. 2859. 

Surabhi. (2023) '5 ways to improve diversity and inclusion in the workplace'. Peoplebox. Available at: https://www.peoplebox.ai/blog/examples-diversity-and-inclusion-in-the-workplace/ (Accessed: 13 March 2025).

Hussain, Alia & Farooquie, Jamal & Taqa, Amer. (2021). A critical review on Workforce Diversity Management. 10. 2319-7471. 

Enaohwo, O. (2025) 'Diversity in the Workplace: What it Means + Real-Life Examples'. Sweet Process. Available at: https://www.sweetprocess.com/diversity-in-the-workplace/ (Accessed: 13 March 2025).

Latsoomanan, G. (2023)).https://www.linkedin.com/pulse/importance-inclusiveness-organization-gejamugan-latsoomanan/(Accessed: 13 March 2025).

Washington State University (2023) '10 Benefits of Diversity in the Workplace'. Washington State University Online MBA Blog. Available at: https://onlinemba.wsu.edu/blog/10-benefits-of-diversity-in-the-workplace (Accessed: 13 March 2025).