Timesheets

A Look at How Companies Embrace DEI

by Louise Reed on June 6, 2024  

Empowering Diversity: Our Journey Towards an Inclusive Workplace

In today's fast-evolving corporate landscape, inclusivity is not just a buzzword but a fundamental aspect that can drive companies towards more significant innovation, employee satisfaction, and financial performance. Recognising the myriad benefits of a diverse and inclusive workplace, many forward-thinking companies are implementing various policies and practices to foster an environment where every employee feels valued and empowered.

 

Before we get started, it is essential to know the definition of these terms:
  • Diversity in the workplace refers to the range of identities, backgrounds, perspectives, and experiences people bring to their jobs, such as race, ethnicity, gender, age, religion, disability, sexual orientation, and education.
  • Equality is about ensuring everyone has the same opportunities and is treated the same way, regardless of their differences.
  • Inclusion refers to the policies and actions that foster a nurturing and inclusive environment where all employees feel valued, respected, heard, and empowered to grow and contribute.



What Companies Are Doing to Promote Inclusivity

Diverse Hiring Practices

Companies are revisiting their hiring practices to build a more inclusive workplace. This includes creating job descriptions that appeal to a broader audience, utilising diverse hiring panels, and implementing blind recruitment processes to minimise unconscious bias.


Inclusive Leadership Training

Understanding that inclusivity starts at the top, companies are investing in leadership training programs focused on diversity, equity, and inclusion (DEI). These programs aim to equip leaders with the skills and awareness to manage diverse teams and foster an inclusive culture effectively.


Employee Resource Groups (ERGs):

Many organisations support the formation of ERGs, which are employee-led groups based on shared characteristics or life experiences, such as groups for women and LGBTQ+ employees. ERGs provide a sense of community and belonging and serve as a valuable resource for the company in understanding the needs of diverse employee groups.


Flexible Working Arrangements:

Recognising that employees have different needs and responsibilities outside of work, companies are offering flexible working arrangements. This can include remote work, flexible hours, and part-time positions, making the workplace more accessible for people with disabilities, caregivers, and those living in remote areas.


Inclusive Policies and Benefits:

Companies are revising their policies and benefits to be more inclusive. This includes offering health insurance that covers same-sex partners, providing paid parental leave for both mothers and fathers and ensuring that company facilities are accessible to people with disabilities.


What Companies Should Be Doing to Be Inclusive

While many companies have taken significant steps towards inclusivity, there's always room for improvement. Here are some additional measures companies should consider:


Continuous Education and Awareness:

Inclusivity is an ongoing journey. Companies should provide regular training and resources to all employees, helping them understand the importance of DEI and how they can contribute to an inclusive workplace. In the Cayman Islands, the Cayman LGBTQ Foundation believes in achieving equality, and through its services, employees can access counselling. At the same time, employers can partner with them to support their employees with local resources.


The Cayman LGBTQ Foundation proudly promotes Pride Month with the Cayman Pride Parade, Beach and Flag Ceremony, and Rainbow 5k. Show your support today.


Actively Combat Unconscious Bias:

Beyond implementing blind recruitment processes, companies should use tools and training programs to help employees recognise and address their biases. This can include unconscious bias workshops and inclusive language training.


Measure and Report on DEI Goals:

Companies should set clear DEI goals and regularly measure their progress to commit to inclusivity. This includes tracking diversity metrics and assessing the inclusivity of the workplace culture.


There are many strong examples of organisations in the Cayman Islands that put a lot of effort into their DEI initiatives. Just one example is PWC; the PWC website prominently displays an example of how global firms commit to their DEI Goals. PWC clearly states its DEI goals through its ‘Inclusion First’ strategy, centering on action, accountability, and advocacy. They focus on five global drivers for change:

  1. Inclusion First
  2. Gender Equality
  3. Disability Inclusion
  4. LGBT+ Inclusion
  5. Social Inclusion

 

Encourage Allyship and Advocacy:

Companies should encourage all employees to ally with underrepresented groups. This can be facilitated through mentorship programs, allyship training, and creating spaces for open dialogue about diversity and inclusion issues.

WE ASKED OUR TEAM THEIR THOUGHTS ON ALLYSHIP AND WHAT CREATING AN INCLUSIVE WORKPLACE MEANT TO THEM:

Working here, I've felt firsthand the impact of our company's commitment to allyship and creating an inclusive environment. 


Being part of a workplace that actively works to provide these, making sure we're all watered, nurtured, and cared for, is incredibly affirming. The company is saying, 'You belong here, and you're valued for who you are.' 


This approach doesn't just help us grow individually; it transforms our collective space into a more colourful, diverse, and inclusive environment. So, from my perspective, I'm not just thankful for our inclusive efforts—I'm proud to be a part of them and be part of a company that lives by those values.


We're all part of a team that recognises and values diversity, ensuring that we feel seen, heard, and supported, no matter our background or identity. Our company's initiatives make it clear that everyone has a place here, and we're all given the resources, support, and opportunities we need to thrive. Being part of a workplace that actively ensures we all feel welcome and valued for who we are is incredibly affirming.”

LISTEN TO EMPLOYEE FEEDBACK:

Finally, the most important step companies can take is to listen to their employees. Regular surveys, feedback sessions, and open forums can help companies understand their inclusivity efforts' effectiveness and identify improvement areas.


How Do I Learn More About a Potential Employer’s DEI Commitment?

Ask About Their Commitment in Interview

Asking about a company's commitment to Diversity, Equity, and Inclusion (DEI) during a job interview is a great way to gauge how seriously they take these values. These questions not only reflect your interest in DEI but also encourage the interviewer to provide specific examples and policies, giving you a clearer picture of the company's true commitment to these important values.

  • Can you share some of the ways your company supports diversity and inclusion within the team?

    This question helps you understand the practical steps the company takes to foster a diverse workplace. It gives insight into the company's initiatives and programs that support DEI.

  • How does the company measure success regarding equity and inclusion?

    This will reveal if the company has concrete metrics or goals for DEI, indicating a strategic approach rather than just good intentions.

  • What resources are available to employees for DEI education and training?

    This question will help you understand the company's commitment to ongoing DEI education and whether it invests in training its employees.

  • How does the company ensure that all voices are heard and valued, regardless of background or identity?

    The answer to this question can give you insight into the company's culture and how it promotes an inclusive environment where everyone feels empowered to contribute.

Check Out Their Websites/Articles

Getting ready for an interview is essential, no matter what kind of role you're applying for. Exploring the company's values and initiatives is crucial for diversity and inclusion. You can do this by browsing their website and social media platforms to learn about any programs they've introduced and how they support different groups of employees.

 

Some organisations publish annual reports or news articles outlining their diversity and inclusion tactics, which can be enlightening. This research lets you better grasp how the company champions and gauges inclusivity.


Demonstrate your enthusiasm and commitment to these values, and consider how to apply them to your role. You do not need to pretend that you know everything about these topics – you need to be willing to learn and acknowledge that diversity and inclusion are complex issues requiring continuous learning and action.



Practice What You Preach

At CML Offshore Recruitment, we actively promote diversity, equality, and inclusion in our workplace with our DEI policies, continuous learning throughout the year, flexible working options, parental leave benefits package, and open-door policy. But, like everywhere, there is always room for improvement, and we know this and actively work every day to address this.


We are proud of the fact that 75% of our workforce is female and that the organisation is headed overall by a female. However, even though we boast such a strong female workforce, our board is currently only 33% female and females in leadership roles comprise only 44% of our internal teams, so whilst we can be proud, we are aware there is still work to do. To help promote strong gender equality and growth potential for females on our team, we actively offer career coaching and leadership coaching for those interested in climbing the career ladder.

 

Recently, we have also begun piloting a Networking “Buddy System” where executive and leadership members of the CML team are buddied up with early and middle-career staff to help them diversify their business network and glean insights from their expertise. Our hope with this new program will help support the career growth of more female staff to senior positions in time.   


Promoting inclusivity in the workplace is a multifaceted challenge requiring dedicated and ongoing effort. By implementing thoughtful policies, encouraging open dialogue, and striving to improve, companies can create a work environment where everyone feels valued, respected, and empowered to reach their full potential.


If you are an organisation looking at how you can implement stronger DEI policies and initiatives, feel free to reach out to our HR team for a free consultation today.

REQUEST A CONSULTATION

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