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5 Ways for Employers to Put Diversity and Inclusion into Action

Posted by: The ADP Team on 17 May 2017 in Human Capital Management

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At ADP, we are committed to diversity and inclusion, because it’s good for our associates, our clients, and the communities we serve. I’m proud that our efforts has seen ADP rank #17 on the just-announced, 2017 DiversityInc’s Top 50 Companies for diversity list.

Finding and keeping good employees has never been easy and people can now switch jobs more easily than ever, placing added pressure on employers to tune into workforce demands beyond salary and benefits. Current trends indicate that job searchers are choosing employers based on who they are as an organisation and what they stand for, including diversity and inclusion efforts, corporate social responsibility, career mentorship and other dimensions that weren’t always considered fundamental to doing business. In other words, people want to work for organisations that do more than just grow profits.

Over the past few years, businesses have placed a particular emphasis on formalising diversity and inclusion (D&I) as part of their business practices. In fact, according to a recent study by Deloitte, D&I is now a CEO-level issue – in 2017, the number of executives who cited inclusion as a top priority rose by 32 percent compared to 2014, and overall, more than two-thirds of executives rated diversity and inclusion an important issue. Despite these statistics, the majority of organizations surveyed by Deloitte still have work to do to realise the benefits of an integrated D&I program.

ADP’s diversity and inclusion program aligns directly with our core values of “social responsibility” and “each person counts.” Based on best practices we’ve seen work for us and our clients, here are five tips businesses can use to successfully approach various areas of diversity and inclusion.

  1. Start with the data. Before you can address D&I, you must know where you stand – and data is the best place to start. Look at your demographics to understand representation across all levels and examine talent mobility trends, retention and workforce engagement across key dimensions, including gender, race and age.
  2. Lead from the front. Tone from the top matters – it is essential for the CEO and senior leaders to be vocal about why diversity and inclusion is a business imperative. Leaders should be visible at diversity-sponsored events and should be intentional about building diverse teams.
  3. Build inclusive practices in your culture. Support employee resource groups, forums and open communication channels that allow all voices to be heard. To develop a culture of inclusion, businesses should consider training managers on unconscious bias to create awareness of its impact on hiring and promotions. It is also important for businesses to keep equality of access in mind when developing technology.
  4. Add a “diversity lens” to your talent practices. Consider a diverse slate of candidates for open positions and ensure candidates for leadership positions are evaluated by a diverse panel of interviewers. These practices will help address potential biases in hiring and talent development decisions.
  5. Hold leaders accountable for results. Establish goals for progress and develop a dashboard of key metrics that is reviewed regularly with other business performance metrics. Accountability will help make sure you’re not just “talking the talk,” but also “walking the walk.”

I hope I’ve left you with a few good tips to strengthen your diversity efforts. Ultimately, making DiversityInc’s Top 50 list is a true testament to the work and commitment of ADP’s executive leadership team, Business Resource Groups and associates. It also shows that we don’t just say we are a diverse and inclusive place – we live it! However, the challenge is ongoing. I’m excited to continue working with the leadership team and ADP community to continue to put our values into action.


Written by: Rita Mitjans


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TAGS: community culture Data Diversity talent management technology

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