Addressing Diversity Issues in Corporate Compliance
Modern-day corporate culture has evolved, and diversity is at the center of it all. It’s abundantly clear that hiring individuals with diverse thoughts and backgrounds in the workplace will help bolster an organization in a positive way, leading to better outcomes in compliance circumstances and otherwise.
Let’s examine how diversity is being approached in today’s organizations from a compliance perspective.
For more information, see our exclusive webinar on D&I’s impact on corporate compliance.
How Diversity Impacts Compliance
Being Proactive About Inclusion
It’s never beneficial for an organization to be reactive when it comes to handling diversity issues. When this happens, it’s often too late. The risk from litigation begins to mount and the reputation risks become insurmountable as well.
A proactive response must come directly from senior leaders in the company. They should express a clear commitment to achieving an inclusive work environment for all individuals.
This foundational approach helps safeguard the organization, and it’s workers, from feeling unsafe, leading to increased productivity and overall satisfaction.
The “job” of tackling D&I issues shouldn’t be reserved for one individual, like the President or CEO. It should be considered a group effort. Multiple executives can play a role in supporting the cause.
Strong leadership is a must for reaching inclusion goals.
Developing Processes That Fit Your D&I Objectives
Put the correct SOPs in place to make the process of diversity learning as people-centric as possible.
Help your employees understand tricky topics in a way that’s non-intimidating and easy to absorb. Topics like implicit bias, inappropriate language, and cultural sensitivity awareness are vital to a thriving work environment.
How D&I Initiatives Affect Policies
Make it clear how your commitment to diversity and inclusion translates to potential policies and procedures. Employees must understand how this impacts harassment investigations, office dating policies, and observance of religious holidays.
Procedurally, this may affect the way complaints are reported, how new employees are recruited, and promotional reviews.
Turning Words into Actions
Talking about diversity is the first step, but actions are what must follow.
Take an audit of your current diversity policies, promotion practices, and compensation to review areas of improvement. Publish annuals reports on diversity initiatives and share progress with others in your organization.
Workplace Investigations
Make it clear that your workplace investigations are based on an agreed-upon set of protocols designed to avoid discriminatory practices of any kind.
The investigation process should be written in language that promotes transparency and it needs to be shared with all employees and third-party vendors.
Each violation should be documented and reflected upon in order to build a stronger culture in the workplace.
At the conclusion of any investigation, the reporter should be made to feel validated. They should know that their allegation has been resolved, and the lesson learned should be articulated to others in the organization (in a sensitive manner of course).
Conquer Your Diversity Issues to Improve Compliance
Organizations are becoming privy to the need for more evolved diversity and inclusion programs. A pragmatic approach is required to successfully build a culture of compliance amidst a more diverse workplace.
Compliance professionals are actively working with HR teams and other gatekeepers to fulfill the promise of diversity within all levels of their organizations.
