It is important that diverstiy and inclusion are practiced in every aspect of our life — starting with the workplace.
Diversity and Inclusion (D&I) have become more than just HR checklist items; they've grown into a cultural phenomenon that — when executed correctly — has a direct effect on the bottom line. These days, it's more crucial than ever to ensure that the workplace is embracing this practice.
Whether your workers are part of the LGBTQ community, belong to minority groups due to their gender or ethnicity, or are significantly older or younger than the majority in the office, it is just as important for them to be included and accepted in the day-to-day workplace for their personal successes and those of the organization. But why exactly is a strong D&I program something to embrace and emphasize?
- Employee Engagement: If you want workers to be excited about and actively involved in where they work, a strong diversity and inclusion program can instill a passion that's contagious and shared throughout the company. Within ADP, business resource groups (BRGs) allow the company to tap into the energy of passionate and engaged employees marrying technology with interoffice communication. BRGs inform employers and employees with newsletters, videos and upcoming meetings and events. Tools like this can enhance employee engagement, which also contributes to enhancing discretionary efforts company-wide.
- Company Confidence: The importance of having a culture that embraces diversity and inclusion plays a huge role in the overarching confidence of the company. This allows for a larger platform for innovation, creativity and a variety of perspectives that will leave your employees feeling like they are in a safe place to be themselves and produce their best work. Having this momentum present in the office also improves employees' wellbeing and enhances how they feel toward the company overall.
- Attracting Talent: Diversity and inclusion programs build up their people from the inside out, and foster an environment that is more attractive for prospective employees. A higher caliber of industry professionals will want to join a company that strives to provide a comfortable, supportive, and inspiring atmosphere where people of different ethnicities, genders and sexual orientations can flourish.
The inclusion of Jan Siegmund, Chief Financial Officer, and Jens Audenaert, General Manager of WorkMarket, an ADP company, as part of the OUTstanding 100 LGBT+ Executives, presented by the Financial Times, serves as a testimony to the importance ADP places on its own diversity and inclusion programs. It's important for us to continue to empower successful thought leaders from all backgrounds, and continue to design a better place of work.
The emphasis and value that are placed on diversity and inclusion in today's society didn't come quickly and certainly didn't come easily, and it is now our job to ensure that these values are practiced and upheld in the workplace.
Diversity & Inclusion – Achieving Diverse Workforce Representation Beyond Sourcing [ADP webcast recording]
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