OSPE - The Voice - June 2020 - 26

NEWS & EVENTS

Are Diversity and Inclusion Part
of Your Core Values?
THIS IS WHY THEY SHOULD BE.

I

n November 2019, OSPE hosted the EDI Imperative:
Changing the Profile of STEAM in Canada. At this
conference, Hamlin Grange, Founder of DiversiPro,
spoke about the importance of making diversity and
inclusion part of your core values as an organization.
Grange outlined three fundamental principles that drive an
organization's commitment to these values. They are the ABCs of
diversity and inclusion:
* Appeasement: It is required due to an external or internal event,
such as a lawsuit or human rights complaint.
* Business case: It is determined that this will boost the bottom
line based on market demands.
* Core value: Diversity and inclusion is part of your core business,
therefore if it is removed out of any part of the business, it will
fundamentally change the company/organization. The diversity
and inclusion plan must connect and reflect the business
strategy, otherwise it will be deprioritized.
Perhaps at no other time is the significance of making diversity
and inclusion part of your core business more important than it is
today. As mentioned above, in times of crisis organizations must
make strategic and sometimes difficult decisions about their
operations. When diversity and inclusion is
considered an add-on to the organization rather
than embedded in its core values, it is easy for
leaders to abandon their commitments and
prioritize other areas of their operations.
However, research demonstrates that
diverse and inclusive teams are more
innovative, engaged, and creative in their
work. In times of adversity, it is imperative
that organizations can bring together different
perspectives to collaborate and solve new and
emerging challenges. Organizations must
remain open to new ideas and new ways of
thinking. This will enhance creativity and
ensure that employees feel engaged and valued.
As a result of COVID-19 leaders are under unprecedented
pressure to make fast decisions and address a complex and
evolving reality. The decisions those leaders make today will
inadvertently impact the ability of their organizations to grow,
attract and retain top talent post-crisis. Talent attraction and
retention is a key element of success for any organization; without
it, it is bound to fail.
Now is not the time to abandon your diversity and inclusion

26

THE VOICE Summer 2020

strategy. It is time to unlock the potential of your workforce. As
you work to improve operational processes and determine a way
forward, consider how you can also improve this aspect of your
operations.
Understand how employees are being impacted across your
company: All employees do not have equal experiences in times of
crisis. Women have historically faced a disproportionate burden of
having to take care of children or dependents, while also adhering
to their demanding work schedules. The pressure on all such
caregivers is only exacerbated due to the pandemic. Others may
be facing mental health challenges due to increased isolation and
disrupted schedules. Some may even be facing discrimination due
to their ethnic background. Listening, being flexible, and showing
empathy will help leaders to navigate these circumstances.
Be aware of unconscious bias: Unconscious bias is an
evolutionary mechanism that helps us makes sense of the world
we live in. According to the Harvard Business Review "research
shows that when we're stressed, we often default to heuristics
and gut instincts, rather than making deliberate and goal-oriented
decisions." This often leads to exclusion and negative perceptions
of underrepresented groups in the workplace. Understanding that
this bias is present, and challenging it when
making important decisions will help you
maintain a culture of inclusion.
Give a voice to everyone around the table:
Members of underrepresented groups in the
workplace may be less willing to share their
opinions or perspectives. Creating a positive
environment, where everyone is given the
opportunity to speak and share their opinions is
crucial to generating creativity and innovation.
Ensure that even when working remotely you
provide every member of your team with the
opportunity to speak. If you notice any of
your employees are inactive during meetings,
check-in with them and determine a plan for engagement.
Continuing to foster a culture of inclusion across your
organization will ensure your employees feel supported and
valued, and your company will reap the benefits of an engaged
workforce. OSPE will be discussing this and key issues at:
The #EDI Advantage:
Location: 	 Online
Date: 	
October 20 and October 21, 2020
Time: 	9:00 am - 1:30 pm (each day)
OSPE - The Voice - June 2020

Table of Contents for the Digital Edition of OSPE - The Voice - June 2020
