Let’s face it. Diversity and Inclusion are complex. Cookie-cutter solutions rarely work to ‘fix’ the issues, whether it be representation of diverse groups at senior levels or creating a more inclusive environment.
Whilst there are schemes you may have heard of that might help such as introducing a talent track, reverse mentoring or a sponsorship programme, these are not the silver bullet to create the utopian organisations that our lofty Diversity and Inclusion Strategies envision.
So take the responsibility into your own hands. No external person will know your own organisation better than you do. You understand what the aims and objective are, the products it makes, and most importantly the way it works. So rather than introducing more schemes or doing another call out for diversity volunteers, find ways for you to solve the problem. In other words, it’s an opportunity for you to get creative.
Creative solutions do not need to be creating the next COVID vaccine, it can be as simple or effective as tweaking the staff rota; have staff that have childcare responsibilities? Ask to see if someone else might prefer early morning starts, and see if the parents can clock in later. Do people perhaps get turned off by the idea of a pub social every week? Why not take a meeting room and host a boardgame evening, or do breakfast/lunch socials instead?
These small acts can actually be very powerful in fostering better inclusion and wellbeing within staff, particularly those from diverse groups (or indeed anyone who isn’t a fan of noisy pubs, including some of the introverts!).
Whilst this may not sound like much, you are playing your part in creating that inclusive culture in practice. Your Diversity and Inclusion Strategy may talk of grand shifts in recruitment practices or hard-set targets, but it is your actions on the ground that will genuinely shift the culture which is so vital for success in this area.
Inclusive environments also tend to perform better. So whilst you may feel like you are not doing much, you may be role modelling positive behaviour, and sooner or later you will be looked at with envy by other teams and departments. Your staff will laud the positive practices you initiate, and often others can quickly copy and follow suit. This grassroots, more spontaneous style of improving workplace culture will trump any boardroom approved strategy mandating people to do so.
So embrace your creative side to solving some of the Diversity issues you face, and there is no need to feel intimidated by the word ‘creative’! I’ve recently reflected that I am far more creative than I previously believed; I always thought of ‘creatives’ as alternative-dressed artists with a pencil and notebook in hand all the time. I never thought of creativity as a skill, rather than choosing a creative profession such as a musician, artist or writer. It turns out I have a natural knack for creative problem-solving, which as an office worker I never even thought of as something I was good at.
So after reading this, take some time to think about the issues you’re facing within your workplace on Diversity and Inclusion. Come with afresh pair of eyes and perhaps ask yourself – ‘what have I not yet considered?’