Que faites-vous si votre organisation à impact social manque de diversité et d’inclusion au sein de la main-d’œuvre ?

🌍 Fostering and Prioritizing Inclusivity: Identifying Barriers 🚧 Within your organization, identify the gaps, soft and hard barriers to entry, and situational circumstances. Engage with stakeholders and social impact recipients to better understand these issues fully while ensuring clear goal alignments, transparent communication, and shared values. Aim to create policies and foster an environment that promotes inclusivity, focusing on organically developing a diverse workforce over time. Rapidly introducing team members without proper foundational systems and safeguards can cause friction and hinder or hurt inclusivity and diversity efforts, especially in roles with competitive, prestigious, or monetary responsibilities.

If your social impact organization lacks diversity and inclusivity in the workforce, start by conducting a thorough assessment to understand the gaps and challenges. Develop a strategic diversity and inclusion plan with clear goals and actionable steps. Implement inclusive hiring practices, such as broadening recruitment channels and ensuring unbiased job descriptions. Provide training on diversity, equity, and inclusion for all staff. Create policies that support an inclusive culture and address any discriminatory practices. Foster an environment where diverse voices are valued and heard. Regularly review and adjust your strategies to ensure ongoing progress and improvement.

In my experience a lot of the time lack of diversity and inclusivity in an organization stems from lack of awareness about the unconscious bias that we all have. Providing training on topics such as Unconscious Bias and Inclusive Recruitment especially to employees involved in recruitment processes such as HR and hiring managers is crucial in diversifying the talent tool of organizations. Remember that diversity and inclusion are not mutually inclusive. An organisation that is highly diverse is not guaranteed to be inclusive or considered 'psychologically safe'. Therefore it is equally important to train all employees on how to foster an inclusive workplace.

Keep in mind that the work environment and culture must also be assessed, and possibly redesigned, to foster inclusion and diversity. People arriving in the environment must feel included, heard and welcomed, and not placed in a hostile and unprepared environment just as a diversity token. It requires a proactive mindset of taking into account every detail, from engaging employees on workshops, providing a safe space to report concerns, to actively listening what needs to be improved and transforming it into goals and actions.