Abstract
The advantages of promoting an inclusive workplace are covered in this essay. It covers a variety of strategies that can be used to ensure inclusion at work, as well as HR’s involvement in achieving inclusion. Also discussed is the Equal Opportunity Employment Commission’s function in fostering inclusive work settings. The piece also discusses Amira’s situation, who faces prejudice because she wears a headscarf. The brochure concludes with advice for this business on how to be more hospitable and defend itself against discrimination claims.
Introduction
Companies can benefit from a variety if they can accept and use it. Considering the rising globalization of the workplace, diversity might encourage creativity if the staff can accurately represent the clientele. Additionally, a more diverse workforce is better equipped to inspire workers, which raises productivity. The responsibility for fostering a diverse workplace culture lies with HR. An organization can benefit from diversity and make money from it. However, it is the responsibility of HRM experts to provide these benefits and promote employee-driven innovation. The HRM department is also in charge of creating a work environment where employees feel appreciated for their contributions to the company. Employees can experience justice and teamwork in an inclusive workplace. It improves their health and enables them to realize their full potential (Kuknor & Bhattacharya, 2020). Minorities commonly feel they don’t belong in diverse workplaces because of overt discrimination or implicit views that could harm their experiences there. It turns out that policies and practices that disproportionately benefit the majority group might cause people to feel excluded, whether on purpose or unintentionally. Alienation can lead to employee disengagement and a decreased commitment to their employer, reducing productivity. According to a study, 39% of job seekers were more likely to reject an offer from an employer who did not prioritize workplace inclusivity (Kuknor & Bhattacharya, 2020). In an inclusive workplace, every employee feels heard, respected, accepted, and safe regardless of their sexual orientation, age, gender, race, ethnicity, or other identifiers. Therefore, HR must convince top management of the need for inclusion before taking the required actions to make the workplace more inclusive. In this environment, employees are encouraged to succeed. Employees are free to voice their opinions without fear of victimization or marginalization.
The Duty of HR to Promote Inclusivity
To create an inclusive workplace, HR is crucial. First and foremost, they should ensure that a company’s policies are plain and transparent, and they should aggressively encourage the elimination of accidental bias from an organization. This can be accomplished by conducting an employee survey and acting on the results. Instead of presuming that employees are aware of their desires for diversity, HR should run a private staff poll. To ensure that no specific groups are exposed to discrimination, HR should review the hiring and compensation procedures. For instance, job descriptions should be objective and concentrate on the qualifications of applicants. To prevent discrimination claims, starting pay, performance-related compensation, and incentives should be thoughtfully designed, and employees should be aware of these policies (Kuknor & Bhattacharya, 2020). It is crucial to review personnel policy to ensure that there are no restrictions on inclusion.
As soon as a new employee joins the organization, inclusion should be a part of the onboarding procedure. Workers should be welcomed and acknowledged immediately to foster a workplace that does not tolerate bias. The impact of daily operations on each employee should also be assessed by HR. A company’s informal working culture may be impacted by unconscious bias, and discrepancies between stated policies and actual behaviors might exist. Unintentional preferences and automatic behaviors frequently arise at work (Kuknor & Bhattacharya, 2020). HR must thoroughly evaluate the organizational culture to ensure these biases do not continue. The correct measurements must back policies and efforts if they are to be effective in creating a more inclusive workplace.
HR Strategies for a Multicultural Workforce
A company’s diversity programs should include a visible Diversity Advisory Committee, required diversity training, targeted communication to the various groups that make up the organization, and affirmative action and equal employment opportunity staffing practices. By doing this, it is feasible to overcome several cultural obstacles that could otherwise prevent workers from collaborating effectively. To avoid offending people from a particular culture, for example, it is possible to be aware of the various cultural communication conventions (Randel et al., 2018). Employers can use these techniques to train staff on communicating without prejudice or bias with individuals from different cultures. Employees also learn to empathize, which fosters respect and trust among coworkers.
The Equal Employment Opportunity Commission
In defense of federal laws that forbid discrimination against employees and job applicants based on their race, religion, sex, gender, color, ability, national origin, age, or genetic information, the Equal Employment Opportunity Commission (EEOC). EEOC rules must be followed if a company employs more than 15 people. The EEOC investigates claims of discrimination against employers and, if discrimination is found, takes appropriate action (U.S. Equal Employment Opportunity Commission). The EEOC promotes a more diverse workplace by educating both employers and employees on their legal responsibilities to ensure fair treatment.
Amira’s Case
Since doing so would impede Amira’s ability to wear religious attire, the company cannot take action against her. Title VII of the Civil rights act of 1964 protects employees from discrimination based on religion. In this situation, Amira is being refused a justified accommodation that would have permitted her to wear a headscarf by her religious convictions. Additionally, she is protected by Title VII from retaliation regardless of whether she receives the reasonable accommodation she wants. Therefore, imposing punishment could be seen as paying back (U.S. Equal Employment Opportunity Commission). Furthermore, it is unlawful for a business to discriminate against its workers or clients based on their religious convictions. Preference for clients or staff is not regarded as a trustworthy defense against discrimination claims.
Conclusion
Businesses should consciously seek to promote an inclusive workplace and forbid discriminatory activities like religious discrimination due to the greater risk of discrimination litigation. Greater productivity is encouraged by an inclusive workplace because employees feel appreciated and respected. Since wearing a headscarf is seen as an expression of hatred, Amira can feel alienated due to the exclusion she encounters. Due to her choice to wear clothing with a religious theme, Amira may work in a particularly toxic environment where she is subjected to abuse from clients and coworkers. To avoid religious discrimination, the employer must alert management to Amira’s regular harassment due to her headscarf. Even though it might turn off some consumers, Amira and the other staff members require a reasonable accommodation owing to their religion. The first step in creating a diverse workplace is to defend employees and report harassment, even when it originates from clients.
References
Kuknor, S. C., & Bhattacharya, S. (2020). Inclusive leadership: new age leadership to foster organizational inclusion. European Journal of Training and Development.
Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190-203.
U.S. Equal Employment Opportunity Commission (n.d). Overview. U.S. Equal Employment Opportunity Commission. Retrieved April 1, 2022, from https://www.eeoc.gov/overview
U.S. Equal Employment Opportunity Commission. (n.d.). Religious garb and grooming in the workplace: Rights and responsibilities. |U.S. Equal Employment Opportunity Commission. Retrieved April 1, 2022, from https://www.eeoc.gov/laws/guidance/religious-garb-and-grooming-workplace-rights-and responsibilities
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