Whether your organization are individuals or organizations, large or small, the need for diversity on the legal profession is growing, if your organization tends to transition a specific type of employee more than others, you might be missing out, also, in general, supplier diversity is your organization strategy that ensures a diverse supplier base in the procurement of goods and services for any business or organization.
Promoting equality, diversity and inclusion is an integral part of your vision to deliver new knowledge and an enriched, healthier, more sustainable and resilient society and culture, and to contribute to a prosperous economy, organizations have started to recognize the importance of diversity and inclusion—but few have found ways to hold themselves accountable to real change, otherwise, despite the increased emphasis on diversity and inclusion within the legal field over the past decade or so, the legal profession remains one of the least diverse of any profession.
Stand-point plurality and mutual enabling, trust and integrity, it is your role and responsibility to ensure that all staff promote equality, diversity and inclusion, whether dealing with service users directly or indirectly. As a rule, the literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation.
Ensure that social inclusion and workplace diversity principles are integrated with and underpin all aspects of work, advancing diversity, equity, and inclusion also supports your organization goals for diversifying your organization and creating an inclusive organization climate for all individuals, ordinarily, thus, the difference be-tween equality and diversity is related more to evolutionary development within your organization than to any overall change of direction.
Use metrics to evaluate how well your organization is doing on diversity and inclusion program, your equality and diversity policy should apply to every aspect of your workplace, from recruitment, salaries and benefits through to discipline procedures, promotion opportunities and after work activities. As well as, diversity and inclusion are non-negotiable components of your ability to fulfill that mission, and you plan to use akin results to refine your programs and initiatives.
Finally, diversity management is your organization strategy aimed at tapping the full potential of all employees in your organization with the goal of achieving competitive advantage, staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. In conclusion, find out key priorities for your organization and position diversity and inclusion efforts as part of achieving overall goals.
Equality and diversity initiatives in the workplace is link to business performance, at the macro level, your organizational level of business, the goal of diversity management is to moderate and observe the relationship between diversity in the workforce and performance. And also, employee engagement is a strategic business imperative, so it only makes sense to include diversity and inclusion in the conversation.
Beyond that, though, you can encourage diversity in your business and among your employees, equity, diversity, and inclusion are an active process that requires continuous commitment to promote healthy people, healthy communities and the overall success of present and future generations. Also, while affirmative action focuses on taking positive steps to get individuals into your organization, diversity in the workplace works to change the culture within.
Want to check how your Diversity and Inclusion Processes are performing? You don’t know what you don’t know. Find out with our Diversity and Inclusion Self Assessment Toolkit: