Role of Human Resource in Diversity Inclusion

 

Role of Human Resources in Diversity Inclusion

Introducing a diverse and inclusive culture within the work environment has become an important initiative in order to create an effective management system. Human Resource leaders have a pivotal role in the promotion of an inclusive environment within the organizational structure. It is indeed a right step to recognize talent on the basis of only work irrespective of culture. The organizations that adopt diversity in their environment are more prone to achieving competitive advantage. Apart from this, the level of productivity within the organization also gets enhanced as a result of having an inclusive work quality. (Buengeler and Leroy, 2018)

The HR function has a unique perspective on the influence of diversity and inclusion on the organization, and it is their responsibility to ensure that effective solutions are integrated into every aspect of people management. It should be reflected in hiring strategies, such as the development of neuro-inclusive recruiters that recognize the value and benefits of hiring neuro-divergent persons to supplement the talent pool beyond neuro-typical candidates.

As the organizations are growing and improving on a regular note, the hiring practices must include the development of such approaches where under people from different backgrounds are recruited and trained as suggested in the following video.

Figure 01 : How is compliance strengthened by diversity and inclusion

The major advantages of having a diversified work environment within the organization are as follows:

• It creates a sense of belongingness as people from different backgrounds and cultures can come up with different and innovative ideas which can be beneficial for the organization’s growth. (Sparkman, 2019)
• Corporate Governance of the organization gets enhanced as an organization is able to achieve a competitive advantage
• If HR have a broader perspective of creating an inclusive environment, it automatically creates a pool of talent within the organization as the majority of the talented people are attracted to such organization who value such initiatives. (Jonsen and Point, 2019)

Figure 2

HR leaders' job is to improve objective decision-making processes by coming up with novel solutions to reduce workplace bias and encouraging inclusive workplaces that provide opportunities for all employees. D&I in the workplace is complicated, and merely having a diverse staff is not the goal. It necessitates constant effort, dedication, and monitoring.

Thus, HR professionals have a major role in ensuring that there is a presence of effective policies in the organization which promote diversity and inclusion to an appropriate extent. Once there are such approaches in the organization, there are also development opportunities for the minorities in the society which can further assist in achieving corporate social responsibility.

 

References

Buengeler, C. and Leroy, H., 2018. How leaders shape the impact of HR's diversity practices on employee inclusion. Human Resource Management Review, 28(3), pp.289-303.

Jonsen, K. and Point, S., 2019. Diversity and inclusion branding: a five-country comparison of corporate websites. The International Journal of Human Resource Management, 32(3), pp.616-649.

Sparkman, T., 2019. Exploring the Boundaries of Diversity and Inclusion in Human Resource Development. Human Resource Development Review, 18(2), pp.173-195.