“Diversity” and “inclusion” are words that go beyond the realms of sociology or politics. These words today also find its relevance in the workplace, especially the ones with a global workforce. The words might sound similar and often seem to overlap, but there are some slight differences when used in the workplace.
“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.”
In the workplace, diversity determines recruitment, promotion, office policies, etc. Inclusion, on the other hand, is the entire ecosystem of the workplace and how employees experience it. A diverse workplace where employees feel happy, valued, and comfortable can be achieved by providing equal pay, maternal/paternal leaves, unconscious bias training, regular employee recognition etc. However, for an inclusive workforce culture, there is a need for a healthy environment where employees feel dignified, secure (both financially and psychologically), and cultivate a strong sense of belonging.
A sense of belonging is one of the universal parameters to measure commitment, employee motivation, and honor of employees in a workplace. To make employees feel like they belong, companies need to make sure that their employees are being recognized. If the duty of employee recognition is only given to few executives and managers, there are chances that their perspectives, or value systems, will limit what is celebrated and who is rewarded.
“On a fundamental psychological level we crave a sense of belonging, meaning and recognition for our contributions to the organization.”
-Richard Riche, One Clear Message
Peer to peer point - based RnR system is one solution to this problem. Team members are the best to judge what their colleagues are doing because they work with them closely. This will not only diversify the criteria based on which we reward people, but can also be an engaging experience for both the managers and employees.
As inclusion is hard to measure, companies find it difficult to come up with long term strategies to cultivate a productive workforce. When employees give and receive recognition constantly, there will be a change in their behavior. Generally employees tend to be more engaged when they feel valued and appreciated. It also tends to go south if certain employees are not recognized enough.
Is there a team or department that’s not being recognized? Are remote employees part of your culture? Which of your company core values are rewarded most often? You can uncover these types of insights with recognition data that can be provided to HRs through RnR platforms.
Did you know that women are expected to help out more than men in the workplace because “helping out” is one of the characteristics of being a “woman”. So, they’re not recognized for helping out. But when men help out, their behavior becomes more visible to managers and team leaders. Hence, an annual manager-to-employee recognition system will fail to recognize positive behavior. There is a need for a more social recognition platform that makes recognition a more instant and open phenomenon while decentralizing decision making related to RnR.
A working RnR program is essential to build and sustain an invincible task force based out of inclusive work culture. Who is recognized represents what is valued in your culture? A modern, well-designed RnR platform like Xoxoday can help you build a culture that embraces inclusiveness and celebrates diversity. Here are a few characteristics of Xoxoday’s RnR program that can help you do that by giving -
We all know that employee recognition is essential for engagement and culture building. Ignoring this can lead to excluding employees or promoting a non-inclusive culture. There are no instant answers to diversity and inclusion, but a well-curated RnR program is a significant first step towards change.