Because resources and effort may be required to benefit from diversity, it is important to understand the significant potential benefits. To reduce biased decisions, replace gut instincts with objective criteria. Describing the ideal candidate as “competitive” or “assertive” discourages women from applying. There is, however, a gap between leadership capability and actual governance. Many organizations are wasting money on diversity training, as most diversity training programs do not work. Often “diversity” and “inclusion” are assumed to be the same, but that is not the case. Exhibit 1 identifies the benefits of increasing workplace diversity to accounting firms and other organizations. If rewards are perceived to be based on race, gender, sexual orientation, or other factors rather than ability, a barrier is created that prevents diversity from being a benefit. According to Pricewaterhouse-Coopers, a culture of inclusion involves having diverse people and valuing differences. (function(){ A diverse workforce that is comfortable communicating its viewpoints will have a larger pool of ideas and experiences to draw from and will inspire employees to perform at their best. Diversity training helps employees understand how cultural … ICYMI | When Will We Be Able to Breathe in Accounting? Many companies have employees prepare self-evaluations for their managers, but employees differ in self-confidence and self-promotion—the more prone the person is to self-promotion, the higher the self-evaluation. Men tend to be greater risk takers than women and more likely to guess, whereas women are more likely to skip questions. Global Diversity and Inclusion: Perceptions, Practices and Attitudes 5 More than half a century ago, author Sloan Wilson described a world of corporate con- This task force might look at diversity numbers for the company and individual business units and determine where attention should be directed. var plc456219 = window.plc456219 || 0; With a more diverse set of ideas, companies will more effectively execute business strategies and meet customer needs. })(); if (!window.AdButler){(function(){var s = document.createElement("script"); s.async = true; s.type = "text/javascript";s.src = 'https://servedbyadbutler.com/app.js';var n = document.getElementsByTagName("script")[0]; n.parentNode.insertBefore(s, n);}());} var AdButler = AdButler || {}; AdButler.ads = AdButler.ads || []; Task forces can be used to promote accountability; engage members who might previously have been cool to diversity projects; and increase contact among minorities, white women, and men who participate. The Big Four have demonstrated the importance of diversity and inclusion initiatives, as shown in “How to Succeed” below. To design around managers’ biases, decisions should rely on hard data. In another example of gender favoritism, until recently, only pictures of men hung on the walls of the Kennedy School of Government at Harvard University. Twaronite says that it may be that these men feel some animosity toward diversity and inclusion efforts at the office. The final step is to enable culture change by setting specific goals and monitoring and communicating progress (Ernst & Young 2014). Management should assess and evaluate its current diversity process to ensure it is an integral part of the company’s management system. Other areas of focus for KPMG include gender diversity, generational diversity, sexual orientation, gender identity, family, and disability (KPMG, 14-16). Companies see better results when they loosen control, so avoid making lists of “dos and don’ts.” More effective approaches engage managers in solving a diversity problem, increase on-the-job contact with female and minority employees, and promote social accountability. Rotating management trainees through departments also increases exposure and supports diversity. Diversity and inclusion: 8 best practices for changing your culture A strong diversity and inclusion strategy can help your organization attract top talent and drive innovative results. Like a workout at the gym, there’s a right way and a wrong way to build flexibility, and a careful plan is always the right way. The message is to ensure that inspirational practices do not favor one gender or group over another. A work environment that does not support diversity and inclusion can lead to negative outcomes, such as increased harassment and discrimination, intergroup conflict, and turnover. All rights reserved. Another word for inclusion. In the early 1970s, approximately 5% of musicians in orchestras were women, who were falsely perceived as less competent by auditioners. The workforce should reflect the community it serves; employees are not likely to consider long-term careers at an organization if they do not see people like them in management. ‘It tends a little too much towards freakishness, but it's a well-selected inclusion in this context.’ ‘Psalm 23, which opens this five-section piece, is not an unconsidered inclusion.’ ‘She would be an entertaining inclusion in any reality show, even in Britain.’ Resistance to change should be overcome with an attitude of inclusion and openness, particularly with promotions. Studies indicate positive effects of mandatory diversity training rarely last more than a day or two and can activate backlash; however, 50% of midsize firms and nearly all Fortune 500 firms have diversity training. This type of flexibility allows employees to do their jobs, no matter where or when they happen to be working. For employees to function effectively, they need the ability and encouragement to communicate, adapt, and change. SUNY System Diversity, Equity, and Inclusion Website “Standards of Professional Practice for Chief Diversity Officers,” National Association of Diversity Officers in Higher Education, 2014 Diversity, Equity and Inclusion Data Brief, June 2015, Prepared by the Office of the Provost and Executive Vice Chancellor Men tend to be more overconfident than women and more likely to self-promote; thus, self-evaluations should not be shared with evaluators before they have made up their minds. Diversity and inclusion clearly represent a business opportunity in the minds of these directors. Job ads should be scrutinized for language that unconsciously discourages men or women from applying. According to Mason and Aramovich, climate is defined as what employees perceive based on an organization’s practices, procedures, and rewards. The first level is compliance; it is important to select both men and women, but they need to be selected because they bring something to the table. As a result, employees become less likely to report discrimination. Attitudes of mainstream teachers towards the inclusion of children with special needs in the ordinary school were surveyed soon after the release of the Green Paper. ... and metrics support and track the status of and progress towards a … AdButler.ads.push({handler: function(opt){ AdButler.register(165519, 456219, [300,600], 'placement_456219_'+opt.place, opt); }, opt: { place: plc456219++, keywords: abkw, domain: 'servedbyadbutler.com', click:'CLICK_MACRO_PLACEHOLDER' }}); var AdButler = AdButler || {}; AdButler.ads = AdButler.ads || []; To be clear, creating a flexible culture isn’t always easy and pain points are sure to come along the way, but those moments can be used as opportunities to discover what works and what does not. Wide leg stretch — Or wrap the band around your two feet and pull them apart, activating all of … Ernst & Young has developed a roadmap for success specifically for organizations to begin their diversity journey. Research has shown that applicants with names that “sound” African-American are 14% less likely to get a call back than those with names that “sound” white. The term refers to the combination of labour market flexibility in a dynamic economy and security for workers.. Diversity managers who are empowered to ask questions about these decisions encourage managers step back and rethink them. Members of the dominant group often assume that the system is fair because the company has a policy in place, which may lead them to discount instances or patterns of discrimination (Dobbin and Kalev). AdButler.ads.push({handler: function(opt){ AdButler.register(165519, 459496, [300,600], 'placement_459496_'+opt.place, opt); }, opt: { place: plc459496++, keywords: abkw, domain: 'servedbyadbutler.com', click:'CLICK_MACRO_PLACEHOLDER' }}); Make diversity part of the company’s brand. When minorities are underrepresented at a company, they often feel pressure to conform to majority styles of dress, manners of speaking, and standards of demeanor. The subjects included 13 men and 19 women who performed stretch tolerance tests to determine musculoskeletal stiffness and … The first step is to establish a baseline and cascade awareness; this includes setting the tone at the top and identifying areas where the company can benefit. var abkw = window.abkw || ''; And as the researchers point out, these “fears appear to be well founded: the use of flexibility policies has been shown to result in wage penalties, lower performance evaluations, and fewer promotions.”. The survey was carried out in one Local Education Authority in the south-west of England and the sample comprised of 81 primary and secondary teachers. Join GDKA co-chairs Subha Barry, President, Working Mother and Lorraine Hariton, President & CEO, Catalyst in their conversation on key performance indicators with The Gender and Diversity KPI Alliance (GDKA) members Margo Georgiadis, President & CEO, Ancestry; Denis Machuel, Chief Executive Officer, Sodexo and "Tiger" Tyagarajan, Chief Executive Officer, Genpact. A new report from Catalyst reveals that only 46% of employees in Europe report often or always being trusted at work. For example, one company had been giving whites higher pay increases for the same performance rating. Champions are often white men and push for candidates similar to themselves—that is, “white, affluent, athletic graduates of elite institutions”—while women and minorities champion fewer candidates than white men do (Burrell 2016). This occurs when policies or practices encourage companies to base recruitment and promotion on personal characteristics rather than qualifications or job performance. Self-managed teams allow employees in different roles and functions to work together on projects as equals and increase contact and exposure to diverse employees. Mindsets did not change, but putting up a curtain for auditions removed unconscious bias on the part of the auditioners, allowing them to focus on talent (Curt Rice, “How Blind Auditions Help Orchestras to Eliminate Gender Bias,” Oct. 14, 2013, Guardian, http://bit.ly/33rlfAp). var div = divs[divs.length-1]; var abkw = window.abkw || ''; August 10, 2017. Diversity programs can even lead to discrimination against whites encouraged by perceived or actual unfair treatment. (function(){ var plc459481 = window.plc459481 || 0; The last level is linking diversity initiatives to business problems (KPMG, 7). It will not be fast or easy, but companies that succeed will be better prepared to reap the benefits of an increasingly diverse America. if (!window.AdButler){(function(){var s = document.createElement("script"); s.async = true; s.type = "text/javascript";s.src = 'https://servedbyadbutler.com/app.js';var n = document.getElementsByTagName("script")[0]; n.parentNode.insertBefore(s, n);}());} var AdButler = AdButler || {}; AdButler.ads = AdButler.ads || []; But Catalyst also “walks the talk” to offer its own employees flexible work schedules. This causes minorities to feel alienated from coworkers and disengaged from the corporate culture. Moreover, Short and Martin (2005) explored rural high school teachers’ attitudes toward inclusion using interview and survey methods. Flexibility may not seem like a diversity issue, but it encompasses forms of diversity beyond racial and ethnic issues, which is just as important in businesses. Greater workplace diversity coupled with effective diversity management increases enterprise value. Research shows an anchoring effect, as managers will unconsciously adjust their personal appraisal by self-reported evaluation scores. How can organizations incorporate empathy and trust in their career development to create inclusive leaders for the future? ICYMI | Fostering Diversity and Inclusion in the Accounting Workplace, Advice for Retaining African American Accountants. Thus, by increasing diversity, a firm is better able to serve a diverse customer base (Sylvia Ann Hewlett, Melinda Marshall, and Laura Sherbin, “How Diversity Can Drive Innovation,” December 2013, http://bit.ly/2rfvQA4). Furthermore, diverse companies are 35% more likely to outperform their respective national industry medians. Diversity refers to differences among people and can encompass many characteristics, including race, gender, ethnic group, age, personality, cognitive style, organizational function, education, sexual orientation, socioeconomic status, physical ability, religious belief, and political ideology. A study published in the Harvard Business Review, however, suggests diversity training can lead to new pressures, blame, and negative messages, which may actually increase employee bias and animosity towards minority groups (Frank Dobbin and Alexandra Kalev, “Why Diversity Programs Fail,” July-August 2016, http://bit.ly/2Cow61Y). Managers who think they are good judges of talent may be surprised to learn they are not; even those who are committed to equality and promoting diversity fall prey to biases. Consultants believe they can counteract bias through group discussions; however, group conversations may actually dampen diversity by having racial stereotypes influence decisions when the ability of a candidate is not clear. The CPA Journal 14 Wall St. 19th Floor New York, NY 10005 [email protected]. Ensure that diversity policies are not merely checking boxes. var abkw = window.abkw || ''; The third step is to recognize and reward role models, that is, those who are demonstrating inclusive leadership. Our diverse perspectives come from many sources including gender, race, age, national origin, sexual orientation, culture, education, as well as professional and life experience. Instead, flexible employees modify their approach to tasks based on the preferences of stakeholders and the unique demands of each situation. Companies should increase awareness about diversity and emphasize its importance. It requires lot of struggle and commitment to overcome all types of barriers mainly attitudinal and social. It is hard to eliminate bias, but it is possible to make it easier for biased minds to make more objective decisions. Achieving diversity is a complex undertaking, so goals should be realistic. var abkw = window.abkw || ''; Promoting children to have a positive attitude towards everything is important. By Simon T. Bailey – Contributing Writer, To benefit, organizations must go beyond diversity in recruiting and hiring and invest resources to create an environment that supports a diverse workforce. It was also believed important to have India, a … Exhibit 4 lists tactics that have been shown to work. I’m completely in agreement with all these points. Diversity training must complement a culture of diversity that pervades the company. Numerous studies have involved teachers’ attitudes towards inclusion, in the review below some of the studies referred to have used the term integration or mainstreaming, while others have used the term inclusion. Well-designed programs are key to benefiting from diversity, but they do not come without challenges. Diversity management is a process that leads to a positive work environment where the similarities and differences among employees and all persons are valued. Stephen R. Goldberg, PhD, CPA is a professor of accounting at Grand Valley State University, Grand Rapids, Mich. Lara L. Kessler, JD, CPA is an associate professor at Grand Valley State University. Diversity policies should be incorporated into every aspect of the organization. Analogous to auditioning behind a curtain, a company could screen candidates using software such as Applied, GapJumpers, and Unitive to blind themselves to applicants’ demographic characteristics. Almost one-half of the organization’s workforce is virtual, and all full-time employees work a compressed workweek with half-day, work-from-home Fridays. Deloitte has focused its diversity research on the generation gap and its correlation with how individuals view diversity. White male executives might not feel comfortable reaching out informally to young women and minority men, so assigning protégés may be more effective. Attitudes filter downward, so the importance of diversity must be recognized at the top and incorporated into policy and decision making. Interestingly enough, less than 30% of employees report working flexibly on a formal or informal basis, despite the associated benefits. With those kinds of stakes, why would anyone choose to work flexibly? Studies support the general notion that diversity is beneficial. Flexibility in the workplace can include flexible work hours, working from home, and even reduced hours to pursue personal interests and ventures. AdButler.ads.push({handler: function(opt){ AdButler.register(165519, 461033, [300,600], 'placement_461033_'+opt.place, opt); }, opt: { place: plc461033++, keywords: abkw, domain: 'servedbyadbutler.com', click:'CLICK_MACRO_PLACEHOLDER' }}); When minorities are underrepresented at a company, they often feel pressure to conform to majority styles of dress, manners of speaking, and standards of demeanor. It’s known to increase retention, boost career aspirations and productivity, and decrease absenteeism—all benefits to both the employee and the employer. Flexibility allows us to set our personal beliefs and prejudices aside and truly observe and listen to varying points of view--opening our eyes to new ways of viewing the world around us. var divs = document.querySelectorAll(".plc459496:not([id])"); Furthermore, the U.S. Census Bureau reported that in 2014, for the first time in history, a majority (50.2%) of children under 5 were categorized as ethnic minorities (“Millennials Outnumber Baby Boomers and Are Far More Diverse,” June 25, 2015, http://bit.ly/2NovBLS). She'll talk more about their initiatives for CEOs, engaging men to advocate for gender equality in the workplace and an exciting new initiative, the Gender and Diversity KPI Alliance (GDKA). Flexicurity (a portmanteau of flexibility and security) is a welfare state model with a pro-active labour market policy. Inclusion strategist Vernā Myers explains the relationship on her website with the metaphor “Diversity is being invited to the party. Diversity is very important when it comes to child’s future. Inclusion is not a soft process. Their results revealed that general educators in rural settings supported inclusion but felt they were not … var plc461033 = window.plc461033 || 0; Learn how employers can prioritize mental health to support their employees in times of crisis and beyond. Managers who think they are good judges of talent may be surprised to learn they are not; even those who are committed to equality and promoting diversity fall prey to biases. Ernst & Young’s research found that groups with best in-class engagement have a seven-point increase in retention, a ten-point increase in revenue growth, and a six-point increase in the gross margin (EY 2014). For a strong economy, diversity is not only a benefit, but also a necessity. Customized employee satisfaction surveys should be employed, and challenges and obstacles should be identified and policies modified. These advantages are also probably why over 80% of companies offer some kind of flexible work arrangement. When it comes to flexibility, women rule. A 2012 Harvard Business Review report concluded that 40% of African-Americans feel like outsiders at work, and 35% of people of color report that they feel the need to project a work-place identity that differs from their authentic selves. Merribeth Govern, CPA is an assurance associate at PricewaterhouseCoopers, Grand Rapids, Mich. © 2019 The New York State Society of CPAs. On paper, workplace flexibility sounds great. 4 Key Considerations for Diversity and Inclusion in 2021. AdButler.ads.push({handler: function(opt){ AdButler.register(165519, 461032, [300,250], 'placement_461032_'+opt.place, opt); }, opt: { place: plc461032++, keywords: abkw, domain: 'servedbyadbutler.com', click:'CLICK_MACRO_PLACEHOLDER' }}); Most people agree that hiring, development, and compensation decisions should favor those with the greatest merit, but is it possible to objectively determine what constitutes merit or to define diversity? Each company should define its diversity needs. ... and one of the other great benefits is how much it improves your range of motion and ultimately your physical flexibility. It’s known to increase retention, boost career aspirations and productivity, and decrease absenteeism—all benefits to both the employee and the employer. Workplace diversity promises great benefits, but it also presents great challenges. Companies can do all of the above themselves or hire consultants. The views expressed herein are solely those of the guest blogger and do not necessarily reflect those of Catalyst. Different viewpoints will affect how diversity plans should be implemented, but it is important to note that millennials will make up almost 75% of the workforce by 2025 (“The Radical Transformation of Diversity and Inclusion,” Deloitte, July 3, 2017, http://bit.ly/2NM2gtx). Diversity training should be used carefully to shape policy. It is difficult, if not impossible, to remove biases at the individual level, but is possible to mitigate them and make it easier for people to reach rational decisions. var plc459496 = window.plc459496 || 0; Pew Research has published that 40% of both men and women are more likely to hire men over women (Blaze Petersen, “The State of U.S. Realizing that biases exist is key to eliminating them (Harold Andrew Patrick and Kumar Vincent Raj, “Managing Workplace Diversity: Issues and Challenges,” SAGE Open, April–June 2012, http://bit.ly/36KJNpS). document.write('<'+'div id="placement_282686_'+plc282686+'">'); Determine short- and long-term quantifiable metrics or goals, and collect and analyze the data about how well these goals are being met, periodically assessing progress based on the determined metrics. Having employees mentor women or black employees also removes cognitive dissonance by encouraging the belief that their protégés merit opportunities. The National Center for Public Policy and Higher Education projected that the nonwhite portion of the working population would double from 18% to 37% from 1980 to 2020, with a concomitant decrease in the white working population from 82% to 63% (“Fact #1: The U.S. The term was first coined by the social democratic Prime Minister of Denmark Poul Nyrup Rasmussen in the 1990s.. Retention may be more difficult than recruitment, so monitor employee satisfaction. Founded in 1962, Catalyst drives change with pioneering research, practical tools, and proven solutions to accelerate and advance women into leadership—because progress for women is progress for everyone.. Senior management should clearly demonstrate support for diversity. When managers know they have to explain their hiring and promotion decisions, they are less likely to act with bias. Receptiveness – particularly to change. Another technique is to set up a diversity task force with broad representation throughout the company. When an organization has a positive, diverse climate, one of the main outcomes is employee satisfaction, which in turn leads to reduced employee turnover. Editor’s note: We’d love to hear from you: does flexibility support your ability to be productive and meet life demands? Successfully managing diversity leads to more committed, better satisfied, and better performing employees, which in turn likely leads to a better financial performance.
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