Most organizations begin their efforts to build an inclusive and engaged workforce by providing training on diversity and inclusion. This usually sharpens everyone's awareness of how to interact more effectively with others than with themselves, so what next? If the new behavior is not reinforced, it will not become a habit, so the work culture will not change significantly. You can check out the information about the best recruiting for diversity and inclusion from the link https://www.diversely.io/recruitment-tools.
There are many articles and research projects trying to uncover the effectiveness of workplace training courses that focus on diversity, inclusion, and unconscious bias. One of the most famous studies is that of Dr. Alexandra Kilev, “Best Practice, Best Assumptions,” American Sociological Review, August 2006. There are many studies from her report that attempt to replicate Kilev's findings. These studies make headlines, but reading the full research paper suggests a much more complex conclusion.
In general, our results suggest that while workplace inequality is caused by managerial bias and social exclusion against women and minorities, the best hope for addressing it lies in practices that shift organizational responsibility for change.
My clients and startup companies have found that inclusive education is effective in terms of the broader business strategy for the company.
Diversity tips can help create and communicate that bigger picture. You have a strong purpose in helping company management by being a trusted advisor and resource to accelerate results. Diversity Boards provide insight and reflected information across the organization and beyond, and they are a solid body that managers can use to accelerate progress on inclusion and diversity efforts.
