Surveys and polls don’t always reflect the views of all people. Surveys and polls provide some context. They shouldn’t be ignored, but I don’t think so. This is why I wanted to share the following one from Globalization Partners and Society for Human Resource Management (SHRM).
According to the survey, it was the most difficult task for global teams. This included scheduling work and collaborating across time zones (49%) was rated as the last because of inequity or inequality among global team members (7%). It would be nice to believe that you are asking the same question as me: “Why is inequality so low in HR’s priority list?” We all know that diversity and inclusion are good for employees and businesses.
To attract and retain top talent, organizations need diverse and inclusive workplaces. A few years back, I wrote a series about creating inclusive cultures.
Defining Diversity & Inclusion in Today’s Business Climate
Employee engagement is based on diversity and inclusion. A diverse workforce is a key part of company culture. This is what drives high engagement.
Establishing Your Cultural Identity by Using Trust and Emotional Intelligence
A company’s culture is key to successful recruitment and retention. It is a crucial part of an employer’s employment brand. It’s built on respect, trust, and integrity.
Using Leadership to Establish Cultural Identity
Companies are challenged to keep up with the rapid pace of change. Leadership is essential. Leadership is key to fostering cultural identity through inclusion and diversity initiatives.
Implementing an Inclusive Cultural
A competitive advantage can be gained by having an inclusive culture. A great place to start is diversity training programs. Leadership is essential to championing diversity.
Suppose human resources, along with the rest of the organization, make equality and fairness a priority. In that case, tackling challenges like scheduling and collaborating across time zones will be easier. In practice, however, I know this is much more difficult than it sounds. This does not suggest that you can snap your fingers and create fairness or equality. It takes time. It requires trust. It takes trust.
I don’t know everything about inequality. This survey makes me wonder if our attention is too focused on the symptoms.
Since reading about this survey, I’ve been thinking about organizational priorities. Is it possible for companies to truly focus on creating inclusive workplaces? Is it a priority for companies to create diverse and inclusive workplaces? It should.