In a HR.com article, our Chief People Officer, Nicola Harris shares how incorporating diversity and inclusion in the workplace can create a productive environment where everyone feels valued and heard. She breaks down four ways leaders can promote DEI initiatives in the workplace.
1. Providing equal access to opportunity and experience
Breaking down unconscious bias and establishing psychological safety is a key component of a DEIB strategy. To combat biases in the work environment, leaders need to shift their culture to be accepting and inclusive of all employees. This includes creating workspaces where individuals feel safe to be their authentic selves.
At Unispace, we’re using tools like UniLearn to create real learning experiences for remote employees who may not be able to get into a studio easily. We’ve also established training programs like We. Belong: Diversity, Equity, Inclusion and Belonging, which focuses on unconscious bias and psychological safety.
2. Creating environments of belonging
DEI is not a one-size-fits-all approach. Workplace and workforce policies and initiatives should consider, understand, and aim to accommodate the needs of all employees.
We’re expanding our reach through partnering with suppliers and organizations around diversity. Some of our partnerships include WEConnect International, Disability:IN, National Minority Supplier Development Council (NMSDC), National LGBT Chamber of Commerce (NGLCC), and Women’s Business Enterprise National Council (WBENC) National.
3. Collaborating with your employees
When your people feel like their voices are being heard, it can improve retention, satisfaction, and productivity. For DEIB initiatives to be successful, it’s important for leaders to consider the different opinions and ideas of their employees. Bringing together diverse minds can improve decision-making and problem solving, while breaking down inherent silos.
We believe that it’s important to create forums that support and engage our people. At Unispace, we have two Employee Resource Groups (ERGs) that empower team members of all seniorities to directly impact our DEIB program and our wider business strategy.
4. Recognizing the need for change and growth
Leaders have a responsibility to model inclusive behaviors and prioritize diversity, equity, and inclusivity. Leaders must walk the talk, and in doing so can better meet the needs of their people, customers, and communities.
Our Global CEO, Steve Quick signed the CEO Action for Diversity and Inclusion. It is the largest CEO-driven business initiative to advance diversity and inclusion in the workplace.
A DEIB strategy is essential to creating a productive workplace. When organizations and their leaders embrace and prioritize DEIB initiatives they will come out on top–their brand and reputation will be better, and their people will be happier.
About Nicola Harris, Chief People and Culture Officer
Based in our London studio, Nicola is the Chief People & Culture Officer for Unispace. With 22 years of HR experience in professional services and real estate, Nicola and her team support the business to succeed through the contribution of our people. At Unispace every role matters and each individual has the opportunity to reach their greatest potential. Nicola wants every Unispace employee to be passionate about what we do and engages leaders and managers to align daily activity to our ultimate business goals. And, we have to have fun too, so celebrating our successes together as one team is always high on the agenda.
