Workplace Diversity

Like many women, my overall career journey has, at times, had its challenges. Despite existing in the primarily women-dominated industries of education and mental health, I commonly encountered colleagues making inappropriate, sexist comments. Whether it be inappropriate statements about attire or questioning the effect of parenthood on professional ability, it was increasingly evident that values relevant to sex and gender could potentially affect my ability to thrive in the workplace.

My career has also existed exclusively within less diverse areas of the United States, that are somewhat archaic when it comes to embracing change and diversity. While my experiences are valid, past colleagues with different ethnicities, religions, ability, and sexuality have shared powerful and often shocking stories of workplace discrimination and microaggressions.  

Through the last decade, awareness of workplace diversity has increased substantially. While once seen as buzzwords, diversity, inclusivity, and equity have become concepts ingrained in the news, social media, culture, and now the corporate world. It has become increasingly evident that there is immense value in incorporating diversity into work culture, but how do you embrace diverse colleagues and cultivate diverse teams?

What is Diversity?

Our understanding of diversity has continued to evolve, especially as it relates to functionality and career performance. We once primarily considered sex and race as influential factors, but now have expanded the conversation around diversity to include:

• Ethnicity

• Gender

• Sexual Orientation

• Personality

• Social Class

• Spirituality and Religion

• Age and Generation

• Ability  

When it comes to diversity in the workplace, research demonstrates its crucial to fostering creativity, promoting social justice, and improving the bottom line (Stahl, 2021). The benefits of workplace diversity can be seen on individual, team, and corporation-wide levels:

• Diverse work teams have a 30% increase in performance (Garter, 2020).  

• Gender-diverse organizations are 50% more likely to exceed financial goals, as opposed to their more homogenous counterparts (Garter, 2020). 

• Diverse leadership teams report significantly higher team innovation (BCG, 2018), and 75% of companies exceed annual financial goals (Garter, 2020). 

• A diversity-focused work culture has also been shown to improve employee engagement twofold, employee performance by 12%, increase retention by 19%, and collaboration by 57% (Changeboard, 2015). 

More than ever, organizations are focused on evolving work culture through a commitment to diversity. By including people and building teams from different backgrounds at all levels of leadership, companies benefit from the various perspectives, unique knowledge, and diverse experiences of their employees. 

Hopefully at this point in your career, you have had the opportunity to be a part of or lead a team with diverse members. We’ve all worked with others from vastly different walks of life, but how do you embrace diverse colleagues and contribute to constructing an inclusive work culture?

Utilizing Diversity to Optimize Team Performance 

Thinking back, how have the differences of others played a role in your team’s performance? Teamwork is not without its challenges, and conflict is a normal part of the process. Conflicting opinions and differing worldviews go hand in hand with innovation, healthy debate, and needed change (Hearn, 2016). Let’s have a look at ways you can not only embrace the diversity of team members, but how you can use differences to create a successful team, promote a healthy work environment, and grow your organization.

1. Make time for others. It may sound simple but create opportunities to create connections with coworkers. Ask questions, take an interest in others’ experiences, and hear their opinions. Spending a few minutes to communicate with and understand others, whether it be in-person or remotely, can have a significant impact on team cohesion and employee engagement.

2. Start the conversation. Diversity is not an easy topic for everyone, and it’s sometimes difficult to find the right way to approach it. By bringing the conversation of diversity into the workplace, we normalize it, give opportunities to unheard voices, and cultivate its integration into work culture. 

3. Invite others to the discussion. Members of marginalized groups, introverts, and those with language gaps have frequently had their voices silenced, so taking an active interest in their opinions and input can not only empower others but can also lead to creative ideas and deeper understanding of team objectives. 

4. Identify strengths and capitalize on them. Everyone offers a unique set of skills. Understanding and utilizing our own strengths as well as those of others can lead to improved task delegation, reduce unhealthy competition, and significantly impact final delivery outcome.  

5. Reflect and develop a high level of introspection. Consider how your life experiences help shape who you are, how you engage with others, and the impact of your identity on career success. You should frequently ask yourself how you can improve, and proactively engage in opportunities to grow. Connecting with one of The Wilbanks Consulting Group Career Coaches is an excellent method to better understand your strengths, personality type, and how they play a role in how you work with others.  

6. Be a vocal ally. Discrimination is something many of us have faced, in or out of the work environment. When seeing or experiencing discrimination, it is crucial to address it. Be the voice for the unheard, and help others recognize the value everyone brings to the organization. 

7. Commit to change. Diversity is not a one-step process, or a training that can take place in a day. As our understanding of it continues to evolve, it’s crucial to engage in ongoing education, continually seek out feedback from others, and be aware of how cultural issues manifest in work environments.

Ensuring Your Diversity-Focused Professional Growth 

Being a part of and leading diverse teams can be challenging, but the payoff can be substantial. In my experience, having culturally diverse voices at the table has been critical to success. It has been helpful in better understanding target demographics, creating more impactful programs, and developing an overall supportive and safe work environment. 

In addition, working with one of our The Wilbanks Consulting Group Career Consultants or Coaches can help you better understand your strengths, how you work with others, and how you can improve those interactions. Let our experts at the Wilbanks Consulting Group meet with you for a free 30-minute consultation to discuss your needs and identify services that will optimize your ability to engage with diverse colleagues. 

We look forward to partnering with you, and being a part of your career success story!