The power of diversity insights: How to develop and implement diversity policy effectively

The USA is truly an increasing kaleidoscope of diversity. This is borne out by the 2021 census. The 59.3% White and not Hispanic or Latino population group is in continual decline, being rapidly replaced by other population groups. Immigration as a societal pattern remains alive and well. 

When one seeks to develop and implement a diversity policy, it is critical to track not only national statistics but also statewide trends. A lot of shifts are taking place. Knowing what is happening with the population will illuminate workplace performance on diversity in employment and inform goals and targets to be set to make the workplace representative of the economically active population. 

Use of information

Information on national versus statewide population dynamics over time will also give greater clarity on what to prioritise with insight into potential challenges. Organisations need to move towards being a reflection of the difference that exists in the communities they serve if they are to remain relevant and successful. 

The census confirms that in the USA, 18.9% of people are Hispanic or Latino and 13.6% are Black or African American. These are significant facts that have a bearing on every aspect of workplace diversity policy in the US. If workplaces fail to have comprehensive diversity and inclusion policies that are meaningful for these groups, the risks are high that trouble looms in the future. Organisations also need to come to terms with the fact that when they develop and implement diversity policy, things will be even more complex when catering to the needs, aspirations, and interests of the largest groupings. 

When one considers 6.1% of the population is Asian, 2.9% from two or more races, 1.3% American Indian and Alaska Native, as well as 0.3% Native Hawaiian and other Pacific Islanders, complexity is inherent and growing. With this in mind, it is important to consider the real value that can be derived from partnering with expert diversity and inclusion consultants who understand what constitutes best practice with these demographics. Having a grasp of the legal imperatives will also be critical for incorporation when we develop and implement diversity policy. 

Multidimensional decisions

Workplace diversity policy USA also needs to lead the way when it comes to LGBTQ+ issues. We need to acknowledge that 7.1% of people in the USA identify as LGBTQ+, requiring specific consideration. Given the increased debate around ages orientation and gender gaps, these important topics cannot be ignored in the workplace. Organisations are called to make their position clear on all matters pertaining to diversity which demands that time and careful attention are given to how we develop and implement diversity policy. It needs to be comprehensive with a high level of sensitivity to even matters such as the use of a person’s preferred name and pronouns. 

Workplace diversity policy USA has many dimensions that are not readily evident and many organisations will require guidance on how to navigate trickier aspects of how to develop and implement diversity policy. One of these areas is the treatment of ability diversity. This is not only linked to disabilities but also varying abilities that may be associated with someone’s prior access to education and other resources. We need to examine the organisation’s level of commitment to people’s potential and the amount of investment that should be applied to creating not only equality but equity. 12.7% of people in the USA are recorded as having a disability so this category is significant. 

Organisations certainly cannot break down barriers if they do not monitor the evolution of not only statistics but also the religious and cultural pulse of the country. Whilst the majority of people in the USA still describe themselves as Christian, this is followed by Judaism, Hinduism, Buddhism, and Islam. Organisations need to have policies that avoid alienating any of these religious groups as well as the growing number of people that do not identify with any religion. Sound judgement is required in deciding what an organisation’s obligations are, including matters such as providing places for Muslims to pray.    

When we get the development and implementation of diversity policy right, recognition in itself will be the cornerstone of progress.