openPR Logo
Press release

Diversity and Inclusion: Four Powerful Factors for a Successful Workplace

Diversity and Inclusion: Four Powerful Factors for a Successful

The United States is increasingly diverse, with census reports predicting a minority-majority in the coming years. The U.S. Census Bureau recently revealed race-ethnic population estimates, with nearly 4 out of every 10 Americans identifying as a race or ethnic group other than white.

With a more diverse population, large companies and organizations should be just as diverse – and yet many aren’t. The majority of CEO positions and senior executive roles are filled by white men. Fortunately, many organizations are waking up to the realization that they need to be more diverse and inclusive.

A strong organizational culture with a focus on diversity and inclusion will result in a more successful workplace. Diverse companies are more innovative, engaged, collaborative, and perform better.

If you are looking to make improvements in this area, there are four powerful words you need to remember: emotional intelligence, empathy, clarity, and execute. Use these factors as guiding principles, and you will experience successful workplace diversity and inclusion.

Factor#1: Emotional Intelligence

Emotional intelligence is at the heart of workplace diversity and inclusion. Although the term has been around for decades, it was popularized by psychologist and writer Daniel Goleman. Emotional intelligence is your ability to recognize, understand and manage your emotions as well as the emotions of others. Those who have high levels of emotional intelligence have more control over their behavior, better relationships, and perform better in the workplace.

This creates a more harmonious workplace as employees are better able to understand one another and are more open to different perspectives, opinions, and experiences. Diversity can increase emotional intelligence, and emotional intelligence can increase inclusivity. Daniel Goleman described it as follows, “when it comes to diversity, you’re seeing people who have a range of backgrounds, of understandings, and of abilities. And the more diverse team is going to be the one with the largest array of talents, and so it will be the one with the potential best performance.”

Diverse teams have higher emotional intelligence and perform better. This was proven in a study that compared diverse groups to homogenous teams. The results found that the diverse teams had higher emotional intelligence and were more willing to learn and therefore performed better. High emotional intelligence increases diversity and inclusion by:

 Reducing unconscious bias
Unconscious bias is one of the biggest threats to diversity and inclusion. It can cause systemic issues and hostile behaviors resulting in a toxic working environment that is far from inclusive. Through self-awareness, self-regulation, empathy, and social skills, emotional intelligence will mitigate this.

 Strengthens relationships
Relationships are strengthened through emotional intelligence, and when employees and managers have strong relationships and social skills, an inclusive culture can thrive.

 Improves conflict resolution
Conflict in the workplace can happen – and it will, but how these conflicts are resolved will affect diversity and inclusion. Emotional intelligence improves conflict resolution. It allows leaders and team members to come up with win-win solutions, influence cooperation, settle disagreements amicably and gain trust.

A high level of emotional intelligence allows people to see co-workers, employees, managers, and team members as people first. It gives you an understanding and appreciation for different qualities and characteristics. Unique experiences, backgrounds, beliefs, and abilities each add value to the organization and, with a more diverse mix of individuals, will increase performance. High Emotional Intelligence is an essential key to a companies success.

Factor#2: Empathy

Empathy allows you to put yourself in another person’s shoes. It helps you and everyone else at your organization understand what another person is going through. As a result, it can help people respect and demonstrate understanding when dealing with differences.

Several experts, psychologists, and researchers believe that in order to tackle systemic inequality and unconscious bias, empathy must be developed. This is a critical skill for everyone but especially important for leaders and people of influence. Those who make decisions, hire and promote must have a strong sense of empathy.

If a colleague or employee is upset or frustrated, an empathetic person will listen, ask questions and try to understand and support the person. According to Professor Theresa Wiseman, empathy has four key attributes:

1. Perspective-taking: This is seeing the situation through another person’s eyes.
2. Staying out of judgment: Listening to the other person without jumping to conclusions.
3. Recognizing the emotion: Identifying what another person is feeling and tapping into that feeling yourself.
4. Communication: Voicing your understanding and validating another’s emotions.

An empathetic organization will be respectful of diverse members and have relevant, inclusive supports and services. Further, empathy will remove barriers and obstacles and help design more supportive programs.

Just like every other skill, empathy can be developed and improved. Through training and practice, leaders and team members can become more empathetic. Although empathy alone won’t create successful workplace diversity and inclusion, it is a vital part that will strengthen and maintain your diversity and inclusion efforts.

Factor#3: Clarity

For successful workplace diversity and inclusion, you need clarity. Clarity on what diversity and inclusion means, why it is important, where your organization stands now and where you need to be.

Although they are often used together, diversity and inclusion are independent terms. Diversity refers to the differences in races, ethnicities, religions, gender expressions, sexuality, family dynamic, physical abilities, cognitive abilities, learning styles, age, and language of your workforce. Your diversity score also includes the number of diverse individuals holding management and executive positions.

Having a diverse workforce is essential, but diverse individuals won’t stick around if your organization isn’t inclusive. Inclusivity refers to the work environment. To be inclusive means that all employees feel comfortable being their authentic selves and feel just as supported, heard, and respected as everyone else.

Use your human resource data and a diversity audit survey to determine how diverse your organization currently is. You should set targets to increase this every year. For example, how many POC hold senior leadership roles? If this was at 5%, aim to increase this to 20% or higher within the next two years. Your organization's diversity and inclusion goals will depend on your structure and model, but you should always be working to increase diversity.

What do you do now to create a more inclusive workplace? Are there different cultural events? Holidays for all religions or family needs? Health benefits for all employees? Get crystal clear on what efforts are in place now and improve them.

Clarity also refers to your transparency as an organization. Successful diverse, and inclusive workplaces are transparent and communicate with employees regularly. If you complete a diversity audit, share the results with everyone and let them know what initiatives you will be putting in place.

Factor#4: Execution

Many organizations have good intentions for diversity and inclusion but fall short on delivery.
Execution is arguably one of the most important words because if you aren’t executing any of the others, you won’t be successful.

Ideas and execution are two very different things. You need to take consistent action and execute your plans effectively. Often execution means resources. Too often, organizations hire a D&I specialist and expect them to change the organization overnight with little resources or authority. It just doesn’t happen like that.

With the death of George Floyd, many company’s released statements to their workforce saying they supported and stood with the Black community. Although these sentiments had good intentions, there was rarely any concrete action that followed up. Senior leadership must be held accountable and execute strategic plans to make the workplace more inclusive and diverse. Communications or haphazard attempts will be seen as disingenuous and can make any existing issues worse.

People drive change. A Harvard Law report state that the chair and CEO drive diversity and inclusion. After looking at nearly 60 large global companies who successfully fostered change, they discovered that the Chair and CEOs role in execution is necessary to be successful. Additionally, a diverse and inclusive boardroom with non-traditional backgrounds and diverse chairs will significantly influence the organization. According to Charles Gurassa, former Deputy Chairman of easy Jet, “If the diversity and inclusion topic is not on the chair’s agenda, then it is not a surprise when the organization fails to deliver”.

Your company should be a great workplace for all. Diversity and inclusion are so much more than a human resources checklist item. It’s crucial to an organization's success and the happiness of your employees. Remember these four factors as you focus on your company’s efforts, and you will experience successful diversity and inclusion.

Robert Moment is an experienced ICF Certified Emotional Intelligence Coach, Trainer, Speaker and Author of the book, High Emotional Intelligence for Managers . He is a Certified Diversity and Inclusion Specialist.
Robert specializes in solving workplace problems in communication, management, leadership and employees using emotional intelligence coaching and training and diversity and inclusion training for sustainable success and guaranteed profitable results.

Media Contact
Name: Robert Moment
Email: Robert@HighEmotionalIntelligence.com
Website: www.HighEmotionalIntelligence.com
Location: Arlington
State: Virginia

Robert is Certified to deliver The Social + Emotional Intelligence Profile-Self (SEIP) ® Assessment, the most comprehensive, scientifically validated, and statistically reliable instrument on the market and review the results with clients and create a comprehensive developmental action plan. This includes the self and 360-versions as well as workplace and adult editions.

Visit www.HighEmotionalIntelligence.com to Schedule Your FREE 30 minute Confidential Emotional Intelligence Audit for Your Company to discuss employee emotional mental health, performance and work culture success. Talk to a Certified Expert in Emotional Intelligence and Diversity and Inclusion.

Download the FREE Ebook titled, Emotional Intelligence and Empathy and take the FREE Confidential Emotional Intelligence Test and receive your EQ Score.
High Emotional Intelligence Online Training for First Time and Experience Managers

Get Exposed to Skills for achieving Management Success in the New Future of Work.

https://Courses.HighEmotionalIntelligence.com

This release was published on openPR.

Permanent link to this press release:

Copy
Please set a link in the press area of your homepage to this press release on openPR. openPR disclaims liability for any content contained in this release.

You can edit or delete your press release Diversity and Inclusion: Four Powerful Factors for a Successful Workplace here

News-ID: 2423097 • Views: 443

More Releases from Highemotionalintelligence.com

25 Tips for Improving Emotional Intelligence in the Workplace
If you walk into a manager or colleague's office, can you quickly get a sense of their mood? Can you tell if they are on edge, stressed, or frustrated, or if they are in a great mood and feeling extra chatty? Your emotional intelligence (EQ) is what allows you to do this. In addition to understanding others' emotions, your EQ also makes you aware of your feelings and helps you
Diversity and Inclusion: 11 Business Strategies for Implementing and Executing a …
In today’s competitive business environment, a diverse workforce provides a powerful advantage, and ignoring it can be devastating and costly for companies attempting to grow with the times. Diversity, equity, and inclusivity in leadership and work environments are essential for making employees feel valuable, therefore correlating to higher productivity and innovation. Diversity brings forth various narratives and skills that create a rich talent pool. Diverse organizations have proven to be
Top 10 Small Business Marketing Tips for Starting a Business
Your small business needs effective marketing strategies to grow, as it can be quite challenging to raise brand awareness due to a lack of resources and size. You, alongside everyone that works in your business, need to understand marketing as it helps increase the value of your small business. There are numerous ways to market your business, but before you can do this effectively, you need to have a marketing
Imposter Syndrome: What It Is and How to Overcome It as Women Entrepreneurs
Many women entrepreneurs are plagued with the feeling that they are a fraud, inadequate, or a failure. These self-beliefs are commonly referred to as imposter syndrome and disproportionately affect females more than their male counterparts. For decades, females have been conditioned to downplay abilities and self-deprecate, resulting in low self-esteem. When we feel like frauds, there are emotional, mental, creative, and financial consequences. As a result, female entrepreneurs struggle in

All 5 Releases


More Releases for Emotional

What is the Global Emotional Intelligence Market?
Emotional Intelligence Market::Summery Research N Reports has titled a new research report named as Global Emotional Intelligence Market to its ever-expanding database. The report elucidates this through a series of channels which include data ranging from elementary information to an irrefutable forecast. It condenses all the essential factors that are anticipated to change within the market. The data can thus be used to augment a company’s standing in the global market. Sample
Emotional Intelligence Market : Growth, Demand and Key Players to 2025
Emotional Intelligence is significantly growing in many organizations as this software provides real- time emotional intelligence which improves sales results, improves customer experiences and enhance services quality of the organizations. Emotional intelligence is the capability to recognize, understand, use and manage the emotions in progressive ways to release stress, communicate effectively, empathize with others, overcome challenges and defuse conflict in organizations. Emotional intelligence has a multi-factorial array of interconnected emotional,
Artificial Intelligence- Emotional Recognition Market Technology Advancement 201 …
Marketinsightsreports adds “Global Artificial Intelligence- Emotional Recognition Market Size, Status and Forecast 2018-2025” new report to its research database that gives a top to bottom investigation of the market as far as income and developing business sector patterns. The abstract includes business overview, product offering, revenue share, strategies, and service offering of the dominant players. This report covers several key areas in the Artificial Intelligence- Emotional Recognition market. Global market trends
Emotional Intelligence Market Explores New Growth Opportunities 2017 - 2025
Emotional Intelligence Market: Drivers and Challenges The major driver for emotional intelligence market is the increasing growth of machine learning and artificial intelligence (AI) for managing social and personal implications of employees in organizations. Furthermore, the adoption of emotional intelligence technology in many enterprises is growing especially in a customer to employee conversation awareness and phone interaction with artificial intelligence in call centers is driving the emotional intelligence market. A sample of
Emotional Update für Schüco Showroom
The D'art Design Gruppe has updated the showroom of Schüco at the company headquarters in Bielefeld. In the renovated and extended permanent company exhibition, the specialist for innovative building shells is now also presenting its highlight themes and product innovations as shown at BAU 2017. The basis is the current corporate architecture with cubes arranged over two floors. In order to emotionally address the visitors stronger than before, the different wall
Pro Art Gallery to Place the Spotlight on “Emotional Colors”
Dubai, UAE, September 30th 2013: Pro Art Gallery, the gallery that celebrates innovative art and collectibles is set to announce a new exhibition titled “Emotional Colors”. This dynamic and exciting exhibition will showcase the artworks of three Italian artists; Silvana Pasini, Elena Brindani and Elisa Brindani. The exhibition will open on Wednesday October 2 2013 at 7pm and will run till 26th October 2013 at the Pro-Art Gallery located in