Did you know that unconscious biases can influence up to 80% of the decisions we make, often leading to missed opportunities and inefficiencies? Are you aware that diversity and inclusion (D&I) practices counteract these biases and can drive business performance, making them indispensable for corporate leaders today?
We engaged with Aleksandra Majkic, a renowned Diversity & Inclusion expert, leveraging her extensive experience working with over 1,000 professionals globally, to dive into effective D&I strategies and their tangible benefits for businesses.
Aleksandra’s mission is to bring diversity and inclusion to workplaces worldwide and influence as many people as possible. “I truly believe the world would be a much better place for everyone if there were more diversity in decision-making positions,” she says. Our conversation covered the implementation of D&I initiatives, strategies to overcome common obstacles, and methods to measure success in fostering more inclusive work environments.
Integrating D&I into an organization’s culture and living its values is a marathon, not a sprint.
Can you share any significant research findings or case studies that highlight the importance and impact of diversity & inclusion in an organization?
The business case for gender and ethnic diversity has more than doubled in the past couple of years, showing that gender and ethnically diverse companies are up to 39% more productive! The amazing T-Mobile case study shows us how to bring more Gender, Age, Cultural Identity, Personality, and Skills diversity into leadership. This initiative started in 2005. So far, 1000+ employees have taken workshops, board members tailored education, plus the rates for employing underrepresented groups were increased. 250 employees have participated in Christopher Street Day 2019 in Cologne to represent and support LGBTQ+ rights and topics. The results are tangible!
How does promoting diversity & inclusion contribute to the overall success of an organization?
In the excellent article by Forbes “The Power Of Diversity And Inclusion: Driving Innovation And Success,” various research studies underscore the significant benefits of diversity and inclusion. A quote that particularly resonates with me is:
“The positive impact of diversity and inclusion extends beyond social responsibility; it is a strategic imperative that drives success and positions companies for long-term sustainability.”
This beautifully captures the essence of why diversity and inclusion are not just ethical obligations but critical components for growth and effectiveness.
Can you share any common misconceptions about diversity & inclusion, and how can they be addressed?
One myth often spurs discussions: “Diversity and inclusion are only about race and gender.”
This is a limiting belief, as gender and race are important aspects of diversity and inclusion, but they are not the only ones. Other aspects include age, background, sexual orientation, religion, ability, and socioeconomic status. The point is not to assume that everyone has the exact same needs, perceptions, or expectations. This is a perfect playground for many unconscious biases. How do we overcome them? The first step is to become aware of stereotypical thinking modes and then take action.
What are some effective strategies or practices that organizations can adopt to foster diversity and inclusion in the workplace?
When customers ask me how to foster diversity and inclusion, I challenge their "why." This is where the core of the solution lies. To build inclusive and supportive workplaces, companies need to integrate their D&I strategy into their overall business strategy. From there, tailor it to the local context and act on feedback. Additionally, provide employees with customized training on unconscious bias and inclusive leadership, making it a norm. Finally, support and award allyship.
How can leaders advocate for diversity & inclusion within their organizations?
Harvard Business Review’s research states that one-third of leaders believe they are more inclusive than they are perceived. Where's the gap, and what do employees think? In our workshops, we pose questions about inclusive leadership and then craft content to educate and give hands-on advice to both leaders and their teams. The best practices I’ve witnessed include creating equal opportunities for everyone, redefining existing rules, seeing potential rather than just results in people, and making D&I everyone’s responsibility—not just HR’s!
What role do employees play in promoting diversity & inclusion in the workplace, and how can they be encouraged to do so?
Employees are the human capital of every organization—the heart and soul. Enabling your employees to express their concerns, ideas, and opinions through Employee Resource Groups is a valuable strategy. It fosters commitment and allows employees to influence the company’s culture. Another crucial element is creating psychologically safe workplaces where people feel free to speak up and bring their true selves to work. If an organization does not address micro-aggressions, the workplace becomes a mental minefield, particularly for women and those with traditionally marginalized identities.
How can organizations measure and track their progress in fostering diversity & inclusion?
Integrating D&I into an organization’s culture and living its values is a marathon, not a sprint. Many companies seek fast results and immediate changes, but D&I is an investment for a better future. Some of the most common elements to track include hiring and promotion rates, demographic data, pay equity analysis, D&I training participation, and engagement of employee resource groups. From my experience, it takes at least two years for D&I initiatives to take root and show tangible effects, with continuous initiatives and a progress track.
What challenges might organizations face when trying to foster diversity & inclusion, and how can these be overcome?
Implementing a D&I strategy is a change management process, and employee reactions can vary. Without transparency, there is often resistance. To address this, my team and I developed a board game called “Inclusive Leadership” to guide leadership teams through the D&I change management process. The game presents various unconscious bias scenarios, challenging leaders to keep their teams engaged, and implement change. One of the most common challenges today is the lack of leadership commitment. To overcome this, it is crucial to include D&I performance in leadership evaluations and incentives.
about Aleksandra:
As a Diversity & Inclusion Expert Trainer and a Keynote speaker with 15 years of experience in high-tech, Aleksandra Majkic helps companies create inclusive cultures and support individuals in progressing their careers. You can learn more about Aleksandra's work on https://intouchwrm.nl/en/.
Comments