Initiating a mentoring scheme can help to increase employee satisfaction and retain top talent and is one of the least costly diversity strategies that can be implemented to ensure all employees feel included and have a voice.

In this article HRavailable is discussing the challenges of implementing workplace diversity in an organisation and how to foster the same effectively.

The challenges of diversity in the workplace

Companies across a range of industries are embracing a more diverse workforce; but with these benefits also come some key obstacles to overcome, as there are many challenges of managing diversity in the workplace.

Below are the most common challenges of diversity in the workplace which are important to consider.

1. Communication barriers

Hiring employees from a range of cultures and backgrounds has fantastic benefits for businesses; but can occasionally result in communication or language barriers within a team. This can sometimes lead to frustration amongst employees and productivity loss.

2. Employee requirements

Whether it's a VISA or specific cultural requirements, hiring employees from different countries can be tricky; especially if you are a relatively young company.

As well as posing a logistical challenge, it's important to remember that these accommodations can also sometimes be an added business cost to factor into your hiring plans.

3. Gender equality issues

Salary inequality between men and women has been a huge topic of discussion in recent years. Individuals that are treated unequally can become demotivated and often choose to leave, causing increases in staff turnover.

The Equal Pay Act aims to prevent gender equality issues by ensuring companies pay equally between women and men for equal work.

It is also important for employers to ensure the same equality is practiced during the hiring process as well as with career progression in terms of opportunities offered and promotions.

4. Generational differences

In teams where there is a wide age range, especially if the company is recruiting graduates, there may be some generational differences or generation gaps.

This could potentially hinder discussions on certain subjects; millennials account for the majority of UK workers, which is evolving today’s corporate culture.

This is something to consider when you start your graduate recruitment plans, as individuals from other generations might struggle to adjust to any changes that occur.

To bridge the gap between generations, promote an office culture where all views are heard and sustain a collaborative environment.

5. Conflicting beliefs

Conflicts can arise in the workplace due to differences in religious, political or cultural beliefs, and unfortunately discrimination and prejudice still occurs in some corporate environments.

6. Disability discrimination

The workplace can be tough for employees with a physical or mental disability.

In a recent study on disability and employment 12% of employers are concerned that disabled employees will take more time off work and 19% believe that it is expensive to hire individuals with a disability due to costs involved in adapting the workplace.

With many offices not fully equipped with wheelchair access or no allowances for dogs, disabled individuals are still widely discriminated against today.

7. Isolated individuals

Sometimes employees can feel left out or isolated when groups of other individuals with similar backgrounds and characteristics, form 'cliques' or social circles.

8. Time consuming implementation process

When thinking about the disadvantages of diversity in the workplace, one of the key issues is that implementing a diversity in the workplace policy can be a lengthy process involving research, time and resources.

9. Resistance to change

In most companies it is common to find certain individuals that are resistant to change. "This is the way we've always done it" doesn't mean that it's the right way to do it now.

However, sometimes it can be difficult to convince these individuals that change can be a good thing which can inhibit the progress of a diversity and inclusion strategy.

How to Nurture Workplace Diversity

1. Create inclusive company policies: For example, allow for flexible work schedules so that people of all family situations and abilities can be as productive as possible.

2. Celebrate individual differences: A company can’t be truly inclusive unless it values the differences between its employees. Consider running an internal blog that showcases the diversity on your team, celebrating non-local international holidays as a group, or opening up a company chat channel where people celebrate their co-workers.

3. Proactively hire for diversity: If you’re not receiving a diverse pool of candidates, don’t sit back and wait. Implement a diversity recruiting strategy. Partner with minority institutions like women’s groups or universities to proactively seek out more diverse applicants. You can also consider creating internships for targeted minority groups.

4. Audit your job posts for inclusive language:  Always make sure that your job posts clearly convey the idea diversity and inclusion.

5. Initiate mentoring schemes: Initiating a mentoring scheme can help to increase employee satisfaction and retain top talent and is one of the least costly diversity strategies that can be implemented to ensure all employees feel included and have a voice.

If you're looking to recruit a diverse workforce, get in touch today for access to thousands of excellent candidates through our recruitment services portal HRavailable.

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