Introduction
The ability of the organization to conduct an independent strategy in all areas makes it more flexible and sustainable. It allows it to adapt to the requirements of the environment and circumstances. The plan is formed under the influence of the internal and external environment and is constantly evolving, as new circumstances always arise to which it is necessary to respond. Within the framework of HR specialists’ work, the strategic plan is a critical factor in determining the construction of corporate culture.
A company that perceives diversity as equality in the labor force of all participants in the working process, including neurotypical and people with special needs, creates a lot of changes in society and brings additional bonuses to business. They include access to talented specialists, the efficiency of innovations, and an understanding of clients’ needs. In this case, inclusion turns from a charity into a fundamental tool for doing business and creating a favorable working environment. The inclusive strategy is a complex phenomenon both on the theoretical and on practical levels. Therefore, an HR professional should find supporting partners which include social organizations working with specific social groups and charitable foundations.
Inclusive Process Strategy
Inclusion depends directly on the practice of company leaders to articulate principles that resonate with employees’ beliefs. In other words, the process can become inclusive when company leaders’ values and plans are made public. By stating that employees are equally valued for their qualities at work, regardless of physical, psychological or other characteristics, the management gives employees confidence in their importance and equality.
The benefits of building an inclusive strategy are the subject of active research, so statistics on the progress of companies that have already switched to this model of work can be a convincing argument for management (Rothwell et al., 2022). By reducing prejudice in the company, it is possible to significantly improve the productivity of employees, who become more motivated and aware of their equal importance and shared responsibility.
Stakeholders and Support
The main stakeholders in this process are general managers and the heads of individual departments, including HR departments. All of them are interested in increasing the efficiency of employees with the same cost of resources, so they can be motivated to help implement this program. It is necessary to conduct a full-fledged work on the mechanisms of influence of the inclusive strategy on the company as a whole and on the efficiency of their department in particular. A good way to engage managers is to make them aware of the financial and organizational benefits of working according to an inclusive strategy. Motivation can also be raised by referring to other companies’ experiences. It is also important to train candidates to help them adjust to the new way of working. In carrying out this goal, one of the key resources will be various media tools, including infographics, presentations, films, and popular science articles. Analytical staff could be included to ensure that scientific and statistical data are properly interpreted and presented in an accessible manner.
Focus Areas
Recruitment & Selection
Performance Management
Total Compensation
Learning & Development
HR Communication
Talent Management
Engagement & Employee Surveys
Action Plan
- Conduct training on unconscious stereotypes among all staff and management.
- Formulate objectives for the inclusion of representatives of social groups whose percentage is noticeably lower than the rest.
- Scale recruitment resources to ensure the successful recruitment of employees and social groups with a low percentage of representation in the company.
- Evaluate pay equity by examining existing pay conditions for members of different social groups.
- Compile a report on the irregularities identified and analyze the number of resources needed to remedy the situation.
- Evaluate the rate of personnel leaving their positions and trace what percentage is accounted for by special groups.
- Trace the career history of various employees and compare the careers of unrepresented groups to the majority.
- Provide educational resources to improve employee literacy in the area of inclusive work.
- Provide non-represented groups with psychological support and the opportunity to provide periodic feedback on the quality of the work environment.
- To introduce a system of penalties among all employees who violate the principle of inclusion and equality in their work.
Analysis of the big picture allows us to conclude that in the implementation of this strategy, there are several key principles that need to be observed in any company. First, HR professionals and line managers need to work together when hiring employees. Even those business leaders who welcome the “diversity” of employees very often ignore the experience and competencies of people with disabilities as specialists in their field, paying attention only to physical abilities. In this case, teamwork will allow the candidate to be viewed from all angles.
Another important tool is to conduct training, seminars, and sessions for all employees of the company with an inclusive policy. The implementation of this strategy is impossible without an individual approach and psychological literacy of HR specialists. Following all the necessary principles will let HR specialists bring positive results, which will affect not only the productivity of work but also the internal climate in the team. Relationships between employees will become more open and trusting, and constructive dialogue will become the main means of solving problems. The atmosphere of communication will become more friendly and invigorating. There will be more situations and topics uniting all members of the team. The leaders of the company can see the progress in communication and cooperation by monitoring the daily working process in different departments. Following this strategy is a challenging path since it requires a high level of personal involvement. In order to make staff more motivated, leaders or HR professionals can use small financial bonuses which will show that the team is on the right way of development.
A stable job with a good salary is the best support program employers can offer. In addition, employees should be given the opportunity to develop and provide training, such as English courses and professional development programs. And companies can also develop their own projects to improve the work process of people with special needs. For example, some employers have special programs that allow employees with SMA to adjust the length of their workday. These employees can get tired quickly: the programs allow them to spend more time on their health and maintain a work-life balance.
Leaders who are willing to integrate and include diverse groups in their teams mostly reap the benefits: inclusive employees prove to be a source of new ideas, stimulate different perspectives on business problems, and ultimately facilitate better business decisions. When building a DEIB plan, it is worth remembering that any employee may need a special environment at some point. Depression, a cold, pregnancy – an excuse to feel uncomfortable. It is in such situations that we learn whether the workplace meets the criteria for inclusion. Women may also need additional support since they are not represented enough in many companies, they should become one of the subjects of inclusive programs (Rothwell et al., 2022). The principle of gender equality in business implies equal career opportunities for people of any gender, equal salary under otherwise equal conditions, and the same opportunities to participate in the management of the company.
Reference
Rothwell, W. J., Ealy, P. L., & Campbell, J. (2022). Rethinking organizational diversity, equity, and inclusion: A step-by-step guide for facilitating effective change. Productivity Press.