Google was trending in the news recently for creating a new offbeat resource towards inclusive workplaces. Bloomberg reported that its employees have started an informal internal weekly email list aptly named “Yes, at Google” which collects and sends instances of racism, sexism, sexual harassment and other unethical or unlawful activity at the tech company and its parent company Alphabet Inc.
Since its inception in last September, the list has been subscribed by at least 20% of the staff at Google and Alphabet. According to a Google Spokesperson, management does know about this but has not halted it because it considers it as a grassroots resource that helps in promoting and preserving a culture of respect and inclusion.
Encouraging this kind of external form of feedback is one way to report bad behavior to HR when problems abound and there are no easy solutions. However, there are some things that HR can look into to make employee diversity a hallmark of the company and make employees feel more comfortable at the workplace.
- Make diversity a part of your company’s identity or brand: Hold yourself to a high standard by showing your company embraces diversity by hiring a vibrant staff of different races, genders, nationalities, and backgrounds. Let their cultures and experiences enrich your company. Companies with an inclusive mindset will reap the rewards of improved innovation, better decision-making, effective utilisation of their workforce, heightened creativity, sales growth, and improvement in employee retention. The general population in every country is becoming more diverse as the years go on and your business should also reflect the same.
- Find new and off-beat talent pools: The most talented employees don’t necessarily come from university programs and industry organisations. Try finding new avenues for recruitment. One example is hiring military veterans. They have immense discipline and passion and can prove to be an invaluable resource for your company!
- Listen to Your Employees: Look to your employees or co-workers for advice, differing viewpoints, and ideas. As an HR or employer, you might not agree with all of them or their feedback but in the long term, they may assist you in ways you might not have thought possible in the future.
- Recognise and be aware of the various faiths and cultures: Be aware of, and provide time off for, culturally significant events and holy days. Flexible schedules can also be made in this consideration. Intranet-based multicultural calendars can be created to avoid scheduling important meetings on such days.
- Consider Community Outreach: Your company can be an active contributor to your local community by developing spaces for interacting with the public, volunteer work, hosting inclusive events, starting educational grants, sponsorships and scholarships in local schools and colleges. In the long term, this can help attract and retain local talent.
- Create Accountability: If your company values diversity, you need policies in place to support diversity, otherwise, you make people feel vulnerable and less supportive. When the policies are there they must also be enforced. In order to do so there must be persons looking into this actively like diversity committees and diversity staff.