Workplace diversity is one of the cornerstones of a successful company. As the world becomes more and more interconnected, businesses must ensure that their workforce is reflective of their customer base. Workplace diversity is crucial for businesses of all sizes - whether it be a Small-Medium Enterprise (SME) or a large multinational corporation. Having a diverse workforce increases a company's knowledge base, offers up new perspectives and helps businesses to better understand the needs of the customer in an increasingly globalised marketplace. 

Furthermore, during a time when talent acquisition and retention are such hot topics – increasing diversity is a sure fire way to help companies source, and retain, the best talent. Not only that, a diverse workplace is integral to harnessing a company culture that is characterised by inclusion, outward thinking and equality. With so many positives, it’s easy to see why companies should be focused on improving diversity in the workplace.
 
Undoubtedly, HR Professionals are ideally placed to encourage and manage diversity within businesses. So, here at the HR department, we’ve come up with 4 ways for companies and HR departments to promote and manage diversity in the workplace for the benefit of employees, employers and society as a whole.

1. Make Diversity a Priority

Let’s start with the simplest way HR professionals can encourage diversity: prioritizing it. The first step to overcoming a lack of diversity in the workplace is making it centre stage, and understanding that diversity involves the inclusion of all workers, regardless of their gender, sexual orientation race, religion or ethnicity.

Here in Ireland, PayPal, the online payments company, employ over 2400 staff and prioritise diversity within their organisation. So much so, - they won the ‘Diversity Champion 2016’ award at the Irish HR Champion Awards last year. Their Vice President of global operations for Europe, Louise Phelan, argues that Irish workplaces should learn from American businesses and invest more in their diversity programmes. HR, as a department, is well positioned to underline the importance of an integrated workforce and help to foster a company culture that champions diversity.
 
2. Monitoring

Many companies are aware of the need for gender diversity and are therefore monitoring the hiring and retention of female members of staff. However, having a diverse workforce is more than simply having a balance between male and female workers. It is about creating a workforce that is representative of society as a whole. HR should regularly monitor the overall diversity of an organisation to ensure that all religions, races, ethnicities, genders and sexual orientations are known and that progress can be made through recruitment. HR professionals should be aware that a diverse workplace is more attractive to prospective employees - all the more reason for HR to lead the charge in diversifying businesses.

That being said, monitoring diversity is not just about the hiring process, it’s also crucial to keep a close eye on current employees. It is vitally important for HR to watch out for any forms of discrimination in the workplace and have effective protocol in place to deal with any such situations should they arise.

3. Mentoring
 
HR departments can play a central role in encouraging companies to undertake mentorship programmes. Initiatives can take place within a company internally or with external organisations such as local schools, universities or youth groups. This can help to ensure that young people from all walks of life are aware of the opportunities that are available to them in business, and positions your company as a role model when it comes to encouraging and promoting equal opportunities.

Mentorship programmes also have the potential to increase the talent pool in Ireland, particularly if they target people from disadvantaged backgrounds, with the aim to provide them with the skills and opportunities to make better, more informed decisions about their future. Importantly, HR professionals can push for mentoring initiatives of all different styles and sizes, from helping mothers return to work after maternity leave to offering work placements for students.

4. Partnerships
 
Much like mentoring, partnerships with organisations such as charities, not-for-profit organisations or schools can be particularly effective for widening the talent pool and offering opportunities. Internship initiatives, which have the backing of partner organisations and are open to all, are just one good example of how HR departments can increase the diversity of the workforce.
 
There is no doubt that workforce diversity adds enormous value to business. The reality is that the demographic of the workforce in Ireland is changing rapidly. For example, with an increase in overseas workers - particularly with the rise of tech industries here - and an aging population, organisations need to adapt, adjust and diversify their workforce in order to cope with the changes. Importantly, companies, and particularly HR departments, need to drive home the fact that improving workplace diversity is not only a necessity, but also a fail-safe way of improving a company’s productivity and profitability.
 
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When Disney’s remake of The Jungle Book hit the cinemas, I was one of the first people in line to see it. As a child I was fascinated by the movie; by this boy who lived with wild animals and overcame such unheralded challenges, and I wanted my kids to experience the same intrigue I did.

As an adult, sitting in the cinema with an over-sized tub of popcorn I knew I’d never finish, I realised the movie that had captivated me so much as a child, holds just as much sway over me today. The only difference is this time it's because of the valuable HR lessons it provides.

Here are four key lessons The Jungle Book teaches us:

#1. Employee Inclusion
From the outset we see how Mowgli’s engaged and fully integrated relationship with the wolves. They have accepted him as one of their own and treat him just as they would any of the other cubs, despite his obvious differences. The result of this sense of inclusion is a loyalty and commitment to the pack that runs to the very core of our protagonist.

Employers and team leaders would be well advised to promote inclusion of all employees under their watch if they wish to get the very best out of them. Recent research conducted by the Gallup Organization, which appeared in the Harvard Business Review, shows organisations with a high level of engagement report 22% higher productivity, as wells as lower employee absenteeism and attrition.

#2. Encouraging Diversity
As was the case in The Lion King, The Jungle Book too teaches us that every creature in the Jungle, no matter how big or small, plays an important role in a complex cycle that ultimately leads to a flourishing and vibrant environment.  Even in times of hardship and great change, as represented by the long drought in the movie, the animals adapt, acknowledging that their individual survival is dependent on their wellbeing as a collective.
In much the same way, more and more employers today are recognising the multiple benefits of diversity to their organisations. Having a broad range of workers – of different ages, gender, race, experience, sexual orientation, etc – with different viewpoints and skills helps keep a company evolving, recognising new opportunities and delivering results for its shareholders.

In 2015 a report by Grant Thornton demonstrated that boards with women on them consistently out-perform those with just men. Meanwhile an MSCI Report revealed that companies with more women on their boards deliver a 36 percent better return on equity than those lacking board diversity.

#3. Workplace Bullying
Earlier this year a survey we conducted into workplace bullying showed that four in 10 employees have been the victims of some form of workplace bullying at some stage in their careers. Sadly, our research also showed that in 80 percent of cases the victim took no action and the issue was never addressed.

Happily, in The Jungle Book, Sher Khan, the villain of our story, eventually gets his comeuppance. However, the cruel tiger’s intimidating and aggressive behaviour perfectly reflects the devastating impact a bully can have on workplace morale, employee wellbeing and organisational harmony. A decline in any of these areas will ultimately impact on staff turnover and your company’s bottom line.

#4. Role Models
Throughout his time in the Jungle, Mowgli encounters a number of key characters who impact hugely on the man he will ultimately grow-up to be. From Akela, the leader of the wolf pack, who teaches him the importance of unity and team work, to Bhagerra, who places huge value on rules and responsibility, to Baloo, who encourages him to embrace his natural talents and not to fret over the little things.

Role models aren’t just for our childhood or for kids’ stories. As employers and managers we should lead by example, extolling the virtues we hold dearest and encouraging our employees to do likewise. This is where the importance of company culture comes into play. You can’t expect a shop assistant to practice good customer service if she sees you being rude to a client.

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