Inclusive Leadership Style in the Workplace: How to Promote an Inclusive Workplace Culture

To foster a happy and effective workplace, leaders must demonstrate an inclusive leadership style. An inclusive workplace culture where employees feel respected, valued, and encouraged to share their viewpoints and skills is crucial to building inclusive leadership skills. In this blog post, we’ll look at several tactics you may use to create an inclusive environment and learn how to be an inclusive leader.

Identifying and Addressing Unconscious Bias

Implicit connections or stereotypes we unconsciously hold about particular racial or ethnic groups are known as unconscious biases. Because of these biases, we may unwittingly make poor decisions and engage in discriminatory behavior at work. As an inclusive leader, it’s critical to identify and address unconscious prejudice by educating team members, offering bias education, and making employees aware of their own biases and preferences. Unconscious discrimination in the workplace can be identified and addressed by leaders with the assistance of seminars and leadership training programs provided by Corporate Class Inc., a global leader in executive and leadership presence training.

Encourage Pay Equity

An essential component of inclusive leadership is promoting wage equity. It entails ensuring everyone receives a fair and equal wage for their effort, regardless of gender, color, or other traits. You can demonstrate your dedication to fairness and equality by carrying out routine pay equity audits, resolving any pay inequalities that may already exist, and implementing transparent compensation policies. Corporate Class Inc. offers leadership development courses that can give managers the know-how and abilities to advance pay equity and foster a culture with a more equitable workplace.

Respect All Cultural Holidays

Inclusion in the workplace is significantly influenced by different cultures. Recognizing and celebrating holidays and customs from your entire organization’s various cultures is one way to encourage diversity and inclusion in leadership. By respecting and acknowledging these cultural customs, you may foster an inclusive workplace where employees feel valued and respected. The leadership development courses offered by Corporate Class Inc. place a strong emphasis on cultural sensitivity and provide managers with the skills necessary to lead diverse teams and encourage tolerance.

Create Inclusive Teams

Creating diverse teams is crucial for promoting innovation and teamwork. An inclusive leader can build various groups by actively seeking diverse talent, supporting diverse perspectives, and ensuring all team members feel valued and included. You can establish an atmosphere where everyone feels at ease and empowered to give their best work by promoting open communication, offering fair chances for growth and development, and cultivating a culture of respect and belonging. The leadership development courses provided by Corporate Class Inc. include advice on how to create inclusive teams and improve your authentic leadership style.

Attend a Workshop on Diversity and Inclusion

Attending a diversity and inclusion workshop will help you improve your inclusive leadership qualities. These programs offer insightful tips, industry-recognized best practices, and viable inclusive leadership behaviors and skills for developing and sustaining an inclusive organizational culture. 

Finally, fostering an inclusive corporate culture requires inclusive leadership. You can develop into a successful and inclusive leader by recognizing and addressing unconscious prejudice, encouraging pay fairness, recognizing holidays from various cultures, building inclusive teams, and attending diversity and inclusion seminars. 

Contact us today to learn more about how Corporate Class Inc. can assist you in improving your inclusive leadership style.

Reclaim Your Voice: Tips for Women at Work

Reclaim Your Voice_ Tips for Women at Work

Women in business have made significant strides over the past few decades, but there is still a long way to go. Many women struggle to have their voices heard in the workplace. In fact, a study found that only 8% of women find it easy to make their voices heard at work. and this can lead to missed opportunities and feelings of frustration and disempowerment. The good news is that there are steps women can take to reclaim their voices and assert themselves in the workplace. In this article, we explore some tips for women to help them speak up and be heard.

Stop Worrying About Being Liked

One of the most common reasons women hold back in the workplace is the fear of being seen as too assertive. As a result, many women opted to be intentionally invisible and avoided conflict with their colleagues. Consequently, they often ended up feeling well-liked but underappreciated. Women are often socialized to be people-pleasers, which can lead to a reluctance to assert themselves or speak up in a way that might upset others. To reclaim your voice, you must stop worrying about being liked and focus on being respected. This means being willing to take a stand, even if it means disagreeing with others or pushing back against the status quo. Remember, you don’t need to be liked by everyone to be successful.

Prepare What to Say and When

Another tip for women to reclaim their voices is to prepare what they want to say and when. This can be especially helpful in situations where there is a power dynamic at play, such as during a meeting with a boss or a client. By preparing what you want to say ahead of time, you can ensure that you get your point across and don’t get derailed by nerves or other distractions. It’s also important to think about when you want to speak up – waiting for the right moment can make all the difference in how your message is received. Remember, preparation is key to feeling confident and in control.

Build Good Relationships With Your Peers

Building good relationships with your peers is another key to reclaiming your voice. When you have strong relationships with your colleagues, you are more likely to feel comfortable speaking up and sharing your ideas. This can help to build a culture of collaboration and respect, which benefits everyone in the workplace. Take the time to get to know your coworkers and build relationships based on trust and mutual respect. Remember, good relationships are a two-way street – be willing to offer support and help to your colleagues as well.

Build Confidence With Our Empowered Mindset Workshop

Finally, one of the best ways for women to build confidence and reclaim their voices is to attend an Empowered Mindset Workshop. These workshops are designed to help women step into their power and develop the skills and mindset needed to thrive in the workplace. 

Corporate Class Inc.   I notice you never put a period after Inc … is there a reason?  offers an online or in-person Empowered Mindset Workshop to help women become more confident in their ability to speak up and be heard. The workshop is crafted to transform your perception, challenge your self-knowledge, and broaden your network by facilitating a collaborative environment. The interactive coaching sessions, incorporating neuroleadership’s scientific approaches, aim to generate tangible outcomes. 

In addition to our Empowered Mindset Workshop, we also offer a Women in Leadership Masterclass. This highly customizable and transformative 2-day program has been delivered to women in various Fortune 500 companies. The workshop is designed to be inclusive and interactive, providing participants with the tools they need to own their voice, project confidence, overcome barriers, advance their careers, and much more.

Contact us to learn more about our workshops and coaching for women in business.

Gender and Leadership: The Role Gender Plays

Gender and Leadership

Gender should not play a role in leadership because the most critical factor in effective leadership is a person’s ability to inspire, motivate, and guide a team toward a common goal. These skills and qualities are not limited to one gender, and anyone has the potential to be a strong and effective leader. It is essential to focus on an individual’s skills, experience, and suitability for the role rather than their gender.

In this blog post, we’ll cover why women are often overlooked as leaders in the workplace and the importance of female leaders. 

Women Are Under-Recognized in the Workplace

There are many reasons why women are considered underrecognized in the workplace. One reason is the gender pay gap, which refers to the difference in pay between men and women performing the same job. This pay gap exists in many countries worldwide and can be caused by various factors, including discrimination and biases against women. Another reason is the need for more representation of women in leadership positions. Despite making up half of the workforce, women are still underrepresented in top leadership roles, making it harder for them to be recognized for their contributions.

Additionally, unconscious biases can play a role in the underrecognition of women in the workplace. These biases can lead to women being overlooked for promotions or not being given the same opportunities as their male counterparts. It’s important to recognize and address these issues to create a more inclusive and equitable workplace.

Gender and Characteristics for Leadership

Leadership is a trait that is not limited to a specific gender. Both men and women can exhibit strong leadership qualities and be successful leaders. However, research has shown that particular leadership characteristics are more commonly associated with one gender over another when both genders have the capacity to exhibit these traits. For example, men are often seen as more decisive and confident, while women are viewed as more collaborative and empathetic. It is essential to recognize that these characteristics are not exclusive to one gender and that anyone can possess and cultivate these traits to become an effective leader. It is also important to strive for diversity and inclusivity in leadership, as having a range of perspectives and experiences can lead to better collaboration, more decisive and innovative decision-making, and better outcomes.

Does Gender Matter When It Comes to Leadership? 

When it comes to leadership, the most crucial factor is a person’s ability to inspire, motivate, and guide a team toward a common goal. The most influential leaders are those who can adapt their style and approach to suit the needs of their team and the situation at hand. Gender should not be a determining factor in one’s ability to lead, as any person, regardless of their gender, has the potential to be a strong and effective leader. It is essential for organizations to focus on an individual’s skills, experience, and suitability for the role rather than their gender.

Why Having Women in Leadership Is Important

Having women in leadership positions is vital for several reasons. First, diversity in leadership leads to better decision-making and problem-solving, as a range of perspectives and experiences are brought to the table. This can lead to more innovative and effective solutions. Additionally, having women in leadership positions is an inspiration for other women, breaking down barriers and negative stereotypes that may prevent women from pursuing leadership roles. As a result, It is essential for organizations to strive for gender parity in leadership to ensure that all voices and perspectives are heard and represented. 

Want to create a more inclusive and diverse workplace?

Invest in team workshops!

Corporate Class offers diversity and inclusion training workshops where our expert facilitators work with your organization to deliver high-impact content tailored to your business. 

Additionally, Corporate Class offers a 2-day, customizable executive presence workshop for women. Here, participants will learn how to own their voice, project confidence, rise above barriers, and much more. 

Contact the experts at Corporate Class to learn more about our workshops that will help you break down barriers and biases around gender and leadership!

Ways to Promote Diversity, Equity, and Inclusion in the Workplace

Ways to promote diversity, equity, and inclusion in the workplace

Not sure if your company is doing all that it can to improve workplace diversity and inclusion?

Organizations that prioritize and promote diversity, equity, and inclusion reap tons of benefits for the business and their employees. 

Inclusive work environments often produce more motivated, productive, and outspoken employees. Additionally, productive employees often go the extra mile for the companies they work for, which can also boost company profits and revenue streams.

Moreover, inclusivity and diversity are common elements that job seekers look for when applying for a job. As a result, an inclusive work environment can attract more applicants.

But the above benefits are only realized once your organization promotes diversity and inclusivity properly.

Here are a few ways organizations can do this:

Mix up your teams

The easiest way to boost inclusivity and diversity in the workplace is to ensure every team and department has a diverse group of employees. 

Diverse teams are often more creative and productive since they consist of people with different skills, backgrounds, experiences, etc.

Be aware of unconscious bias

An organization with diverse employees may experience some internal unconscious bias. As a result, organizations must introduce unconscious bias training.

Unconscious bias encompasses feelings or attitudes that are held subconsciously. Consequently, it’s often hard to spot this kind of bias. As a result, organizations need to train their managers and leaders to recognize this form of bias. This way, the managing team can set clear standards for employees and help employees understand when they are biased towards a particular group or employee. Companies must nip this issue in the bud since prejudice and bias can make employees feel uncomfortable and undervalued.

Develop a strategic training program

Diversity and inclusivity training can help managers and employees understand how cultural differences impact day-to-day operations. For example, team members in a diverse team may have different communication preferences or styles. As a result, managers need to put clear processes in place to avoid miscommunication or missed deadlines due to communication issues.

Organizations should also ensure that their inclusion efforts align with their overarching inclusivity goals and identified challenges. Attendance in these training programs should also be optional as opposed to compulsory. This way, employees can attend and learn about one another out of their own free will. 

Promote pay equity

To promote equal pay, you need to consider whether or not your certain employees are receiving equal pay for similar roles or responsibilities. This way, you can identify which employees are underpaid for dedicating the same amount of time, skills, and knowledge. 

By using HR or people analytics, organizations can pinpoint salary or wage gaps within a particular department or team. Moreover, managers can spot payment gap patterns or trends within a specific minority group – people of color, women, people with disabilities, etc.

Communicate the importance of managing bias

Organizations can help employees understand the importance of managing bias through training and employee resource groups. Employees must know that it’s human to have unconscious biases, but that doesn’t mean it’s acceptable. Internal bias training can help employees and managers recognize when they’re stereotyping. This way, every team member can work towards creating an integrated, inclusive work environment. 

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that can help you improve workplace diversity and inclusion effectively while also boosting employee engagement and innovation.

The Risk of Confusing Diversity with Inclusion

The risk of confusing diversity with inclusion

Diversity and inclusion are two terms that are definitely interconnected but don’t mean the same things. 

A diverse work environment is one where groups of people with different backgrounds, ethnicities, capabilities, genders, and more, integrate and work cohesively. On the other hand, an inclusive work environment ensures that the diverse team feels valued, included, and appreciated in the workplace. 

When companies confuse diversity with inclusion, managers and team leaders could create a work environment that doesn’t genuinely make their diverse workforce feel like they belong. As a result, certain employees might not feel comfortable bringing their authentic selves to work or even staying with the company in the long run.

This blog post will cover how diversity and inclusion differ and how you can ensure both in the work environment.

Diversity And Inclusion: What’s The Difference, And How Can We Ensure Both?

Diversity is the “what,” and inclusion is the “how.” 

Diversity is about what kind of people make up an organization’s workforce. A diverse workplace should employ people from all walks of life – different age groups, religions, disabilities, sexualities, etc. On the other hand, inclusion is about how a company makes its diverse employees feel. An inclusive workplace is one in which every employee is given equal opportunities. This way, every employee feels valued, appreciated, and understood. 

Organizations often want to boost diversity in the workplace without prioritizing inclusion and the foundation needed to create a diverse workplace. As a result, hiring more women or other minority groups doesn’t mean much in the grand scheme of things if your company’s culture doesn’t truly embrace diversity and inclusion. This also makes it difficult for companies to achieve a long-term diverse work environment. 

Organizations can ensure diversity and inclusion in the workplace by training their leaders and managers. This way, managers are aware of potential biases and can set clear standards for employees in the workplace. Organizations can also implement diverse interview panels to show potential employees that the company prioritizes diversity and inclusion. 

Moreover, organizations should ensure that women and people of color are being promoted at the same rates and are paid equally for similar jobs and responsibilities. 

Another way to boost inclusion in the office is by introducing employee feedback surveys. This way, managers can uncover how employees feel and discover ways to improve certain business processes. 

Does Diversity = Inclusion?

Put simply, diversity is not the same as inclusion – there are two distinct processes businesses need to adopt to achieve inclusion and diversity.

However, many companies assume that workplace diversity is achieved once the recruitment team has hired people from varied demographics. As a result, they can check off the diversity box, making their annual report look impressive. But it isn’t that simple.

Organizations also need to adopt systems to counter bias, stereotypes, and prejudice to create a work environment that’s truly diverse and inclusive. Moreover, companies need to invest in employee resource groups, team-based decision-making processes, managerial training, D&I committees, etc. 

Consequently, it’s not enough to just hire people of different ethnicities, religions, genders, and sexualities. Organizations can only reap the benefits of a diverse and inclusive workplace once they invest in inclusion. Additionally, companies that invest in inclusion often outpace their competitors since their various employees feel a sense of belonging and psychological safety. This way, every employee feels confident enough to contribute to team meetings, projects, problem-solving processes, and more.

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that allow you to create an inclusive and diverse workplace while simultaneously boosting employee engagement and productivity.

How to Foster Diversity and Inclusion in the Workplace

How to foster diversity and inclusion in the workplace

Want to know how to foster diversity and inclusion in the office?

Organizations that invest in diversity and inclusion often have more productive employees who feel accepted, valued, and welcomed. 

Additionally, diverse teams are often more engaged and offer unique problem-solving solutions to decision-making processes.

So if your company already employs a diverse workforce that encompasses a range of religions, backgrounds, ages, and genders, you might feel that you can check the diversity and inclusion box off.

But it’s not that simple. 

There’s always room for improvement when creating an inclusive work environment that genuinely boosts employee engagement and productivity.

In this blog post, we’ll cover improving diversity and inclusion in the workplace.

Confirm executive support

The image of your executive team can impact how your employees and external stakeholders view your company and its culture. As a result, it’s a good idea to have a diverse executive team that includes unique ethnic groups and gender diversity. Additionally, your team should consist of people from different cultural and religious backgrounds. This is crucial since leaders are often role models for employees and set the standards for the workforce.

Additionally, an effective way to boost executive support is by introducing training at the top management level. This way, your executive team understands the importance of diversity and inclusion and treats their employees fairly and equally.

Leverage multiple tools and channels for employee feedback

Inclusive companies can use surveys and other forms of employee feedback to better understand their employees’ concerns and needs. By deploying surveys, you’ll better understand and combat any patterns of discrimination and structures of prejudice in the company.

It’s also a good idea to incorporate anonymous feedback. This way, you can really drill down on more minor, pressing issues in specific departments or areas of work.

Moreover, team leaders and managers can use check-in tools to get personalized feedback from employees. This way, employees know they can voice their opinions and that their managers care. 

Approach with your heart in the right place

If you want to promote diversity and inclusion, you need to approach business processes strategically and compassionately.

One way to do this is by acknowledging cultural holidays. You can do this by asking employees what their plans are for a particular religious or cultural holiday when a team meeting is ending. Additionally, you can set appointments and deadlines while considering special religious and cultural holidays. This way, employees know that you are aware of their needs and that you offer them the flexibility to commit to their cultural and religious needs and work commitments. 

Promote pay equity

Managers and senior staff should evaluate and promote equal opportunities and pay for every employee.

Organizations can evaluate which staff members are being underpaid for similar roles and responsibilities. This also helps diverse companies understand which minority groups are being mistreated. Managers should also identify pay gap patterns across departments and get to the root cause of these issues. This way, diverse employees know that the management team is working towards creating an inclusive and equal work environment and that they are valued. 

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that will help you foster diversity and inclusion in the workplace while boosting employee engagement and productivity.

The Top Diversity and Inclusion Challenges in the Workplace

The top challenges of diversity and inclusion

Interested in the diversity and inclusion challenges in the workplace?

An inclusive and diverse workplace offers many valuable benefits for every organization. Incorporating diversity in the workplace gives employees a sense of belonging, and it allows companies to solve problems with unique insights and different perspectives. 

Moreover, an inclusive work environment can boost employee engagement as diverse employees feel accepted and valued. This, in turn, also reduces turnover rates and improves productivity.

However, bringing a diverse group of people from different backgrounds can also bring about many multicultural challenges in the workplace.

This blog post will cover some of the main challenges of creating an inclusive workplace.

Communication Issues

There can be several reasons for communication issues in diverse teams. For example, language barriers, people who have hearing impairments, or even different communication styles and generational preferences. As a result, it’s crucial to address these issues before they hamper team productivity and business goals. 

An easy and effective way to address some issues is to create clear communication channels and set communication standards. For instance, there may be generational variances in communication preferences within the team, with Generation Z and Millennials favoring communication tools such as Microsoft Teams and Slack, Generation X preferring a mix of methods including email and phone calls, and Baby Boomers leaning towards traditional communication methods like emailing and phone calls.

You can combat this challenge by stipulating when the team should use communication software and when phone calls and emails are needed. 

Additionally, if there are teammates who are struggling to follow discussions in meetings, either because the language used is their second language or due to hearing loss issues, team leaders should ask team members to speak slowly and clearly. This way, all the attendees feel comfortable enough to contribute to the meeting.

Discrimination Challenges

The more diverse team members you have, the more likely your employees will experience bias, discrimination, and harassment. Consequently, some employees might not feel like they can bring their authentic selves to work since they fear being judged. Discrimination can hinder creativity, teamwork, and decision-making.

Stereotypes and Prejudice

It’s not uncommon for team members in diverse teams to experience some form of prejudice or stereotyping. Unfortunately, this can result in groups not communicating effectively or using stereotypes to avoid collaborating with their teammates.

Additionally, some team members may have particular views on religion, race, culture, or even practice. This can also lead to ineffective team communication, isolation, and disjointedness in teams. 

You can combat this challenge by setting strict guidelines via a Code of Conduct that focuses on diversity, equity, and inclusion (DEI). Additionally, you should mention that discrimination and prejudice will not be tolerated in the workplace during the onboarding and recruitment processes. 

Distrust in the Workplace

Diverse teams should have people from minority groups. However, these employees could feel as though they are mistreated compared to the employees from the major groups. As a result, they may think that senior staff members treat the major groups better. 

Consequently, people from minority groups might feel afraid to raise their concerns, work towards promotions, or voice their ideas and opinions, especially when they’re new to the job or in junior positions. This also hinders team creativity and productivity since some employees in your diverse workforce don’t give their all during team meetings and other discussions. 

You can mitigate the top challenges of diversity and inclusion in the workplace by employing leaders who make every team member feel included, accepted, and valued. This way, every employee can trust the company and get a sense of belonging among their peers. 

If you want to improve your company’s workplace diversity and inclusion, join the Diversity, Equity & Inclusion training for HR Professionals, to overcome diversity and inclusion challenges in the workplace while simultaneously boosting employees’ engagement and productivity.

The Benefits of Having Diversity and Inclusion in the Office

The Benefits of Having Diversity and Inclusion in the Office

Companies that prioritize creating a diverse and inclusive workplace can create a work environment that’s more accepting and productive. Additionally, employees in these work environments often feel more motivated to reach company goals, stay committed to the company, and avoid looking for other jobs. 

This blog post will cover six core benefits of prioritizing inclusivity and diversity in the workplace.

Bigger talent pool

Companies with a diverse and inclusive culture often have lower employee turnover rates and higher employee retention rates than others.

Additionally, job seekers often stay with companies that invest in diversity and inclusivity practices, programs, and resources. When your employees feel included and valued, they also perform better and work harder towards company goals. 

In fact, researchers found that 67% of job seekers considered a diverse workforce one of the crucial factors when applying for jobs. As a result, employees consider diversity and inclusivity to be paramount when searching for a job.

Increased employee engagement and trust

There’s no doubt that inclusive workplaces make your workforce feel more valued, understood, and appreciated. As a result, these employees feel more motivated to perform better and instill trust in the company. 

Additionally, employees are often more interested in a company’s culture, team-building activities, and goals when they know their voices and talents matter.

New perspectives and innovation

A diverse workplace encompasses many unique employees from different backgrounds. These diverse employees offer companies innovative ideas, creative solutions, and new insights into business processes. 

In Fostering Innovation Through a Diverse Workforce (a study conducted by Forbes researchers), researchers found that diverse employees offer companies unique life experiences and backgrounds and new problem-solving techniques. This way, diverse companies can outpace their competitors. 

Additionally, according to John Bersin’s research, inclusive companies are 1.7 times more likely to lead innovation in their respective markets. 

Better decision-making

Having a diverse group of employees with different opinions and skills can help companies get a blend of perspectives for every decision-making process. This way, companies can make more informed business decisions.

Moreover, companies that prioritize the opinions of their employees during decision-making often make their diverse workforces feel more valued. This can also boost performance and motivate employees to achieve business goals. 

Improved performance

As we mentioned above, diverse teams are more motivated and productive. As a result, they are more likely to stay committed to the company, work towards company goals, and work cohesively as a team.

Moreover, Gartner found that inclusive work environments can boost team performance by up to 30%.

Another study conducted by Great Place to Work shows that when employees know that they will be treated fairly at work, they are 9.8 times more likely to look forward to work and 6.3 times more likely to have pride in their work. These factors also lead to increased productivity and reduced downtime.

Stronger business results and profits

When employees feel included, appreciated, and valued, they’re more likely to engage in company processes and strive toward personal and business goals. Additionally, highly engaged employees often go the extra mile for the company. This can also lead to higher profits for the company. 

In fact, Harvard Business Review found that diverse companies report 19% higher revenue than businesses that don’t promote diversity and inclusion. 

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that allow you to support your commitment toward inclusive workplaces.

What Are Diversity and Inclusion in the Workplace?

What are diversity and inclusion in the workplace_

What are diversity and inclusion?

Diversity and inclusion in the workspace refer to how a group of unique individuals work together as a cohesive unit. Diverse teams often consist of team members who have different perspectives, needs, and skills. 

Companies that promote diversity and inclusion often outpace competitors since their employees feel valued, motivated, and are eager to succeed.

But diversity and inclusion go beyond programs, headcounts, and workplace policies – it’s about building a transparent work environment where employees can be their authentic selves and trust the company.

This blog post will cover everything you need to know about workplace diversity and inclusion.

What is Diversity and Inclusion?

Put simply, diversity in the workplace refers to a work environment that employees people from different demographics. For example, different races, skills, genders, backgrounds, and interests. 

Additionally, diversity encompasses everything that makes individuals different from one another. As a result, it goes beyond general factors like gender, race, age, and more. 

In other words, diverse work environments reflect the society they operate in.

Companies that prioritize diversity can create more tolerant, accepting, and welcoming onboarding processes and overall work environment.

Although diversity and inclusion are often used interchangeably, inclusion is quite different from diversity.

SHRM defines inclusion as the ability of a work environment to treat its employees fairly, equally, and respectfully. This way, individuals get equal access to resources and opportunities. 

Moreover, inclusion allows marginalized groups to feel equal and accepted in the workplace. For example, marginalized genders, races, and those with any physical or mental disability will be given equal opportunities to succeed in the workplace. 

What is the difference between diversity & inclusion?

Although diversity and inclusion are definitely interconnected, these two terms are far from interchangeable. 

Diversity is about representation and how well different groups of people integrate and are valued in a work environment. This way, people with different genders, races, nationalities, sexual orientations, and identities are present in the work environment.

When it comes to inclusion, companies need to work towards making the work environment inclusive, not only diverse. 

As a result, a company can try its best to “check all the boxes” for diversity by recruiting people based on surface characteristics like gender diversity and ethnicity. But if these employees feel ostracized or “othered” in the work environment, then the workplace isn’t truly inclusive.

Companies can create an inclusive workplace by creating employee resources groups and by hosting information sessions that educate employees and managers about the importance of diversity and inclusion.

Why is diversity & inclusion in the workplace Important?

Here are four benefits of diversity and inclusion in the workplace:

  • Increases profitability: Statistically, companies that invest in creating a diverse and inclusive workplace are more profitable and experience higher revenue. In fact, a 2015 McKinsey report found that highly diverse organizations were 35% more likely to exceed median earnings in their industry.
  • Improves company culture and image: Companies that prioritize hiring, welcoming, and promoting unique employees from different backgrounds are more likely to create a productive, collaborative, and inclusive workplace. This, in turn, also impacts how employees, investors, and the general public view the company.
  • Retains and attracts talent: Inclusive and diverse workplaces appear more attractive to job seekers. As a result, workplace culture plays a major deciding factor for potential employees. Moreover, BetterUp found that employees with the highest levels of belonging are 34% more likely to stay at their jobs than those with low levels of belonging. 

If you want to improve your company’s workforce diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that allow you to support your commitment toward greater diversity, equity, and inclusion.

Contact us today to learn more about what is diversity and inclusion.

Corporate Class Inc. Launches The Centre for Diversity and Inclusion

centre for diversity and inclusion

Corporate Class Inc. (CCI), industry experts and thought leaders in the leadership training and coaching space, announce the launch of the Centre for Diversity and Inclusion (CDI) to further move the needle on diversity and inclusion in the workplace.

CDI aims to help organizations and leaders be inclusive, free of bias and discrimination, while educating and training individuals through interactive, experiential methods to move towards safe spaces for dialogue and initiate action. Dr.Georgette Zinaty, Executive Vice-President, CCI, will be the Practice Lead for the new division under the CCI brand.

Why Are We Launching the Centre for Diversity and Inclusion?

Around the world, we have been witnessing movements, activism, and unfortunate events underscoring the need for inclusive leadership that supports ensuring marginalized groups get a seat at the decision-making table. From #MeToo to Black Lives Matter, different minority groups have been pushing against systemic fault lines to be heard.

As subject matter experts and long-term advocates for diversity, equity, and inclusion, we at Corporate Class Inc. (CCI) want to leverage our skills and expertise to help organizations move beyond strategies on paper to make inclusivity a reality in the workplace. Thus, the idea for the Centre for Diversity and Inclusion (CDI) was born.

Our mission is to help organizations and leaders build a better way of life for our diverse workforce, and move people from good intentions to the integration of inclusion. We conducted extensive research and drew from our experience and expertise to create a plethora of:

When employees feel respected, their engagement and performance increases, leading to a rise in the overall team performance.

Our CDI offerings aim to help organizations and leaders achieve this phenomenon by being free of bias and discrimination, right from recruiting and training to empowering their employees.

What Does the Future of Leadership Look Like?

The blog from our Executive Vice President, Dr. Georgette Zinaty, “Why Diversity, Equity, and Inclusion is No Longer Nice to Have – It’s a Must Have,” delved into the current state of leadership and the increasingly discriminatory effect the pandemic has had on women and marginalized groups. In terms of job loss and greater marginalization, the most affected by the pandemic are women and BIPOC communities, to the extent that we have seen a regression in the progress made for equity.

Research and recent data point to an increase in organizational performance when there is true diversity and inclusion within organizations, particularly at the senior levels.

Indeed, inclusive organizations gain the competitive advantage of being able to attract the best talent, with diverse skill sets and perspectives, who will contribute to the employer’s goals with their insights and knowledge. This competitive advantage increases when employees feel a sense of belonging and are invested in their own professional growth and that of their employer.

Therefore, inclusive leadership is a must. Not just from a social perspective, but also from an economic outlook. Organizations and individual leaders must buckle up and focus on reducing inequity and creating more inclusive environments where diverse individuals feel valued, respected and secure.

How Does CDI Plan to Build Better Leaders?

Many organizations today are making efforts to be more diverse, equitable, and inclusive in their culture. However, having a DEI plan or committee is a start but not enough to address systemic changes that are often needed.

We at CDI can help align policies and practices across business functions and verticals to integrate DEI strategies and leverage qualitative and quantitative methods to determine policy gaps, identify a baseline and critical areas for measurement, along with supporting the setting of metrics and goals to measure performance.

Below we highlight some of the steps CDI aims to work with clients on.

For results, we work with you to identify, assess and create measurable action points to ensure the short and long-term sustainability of D&I strategies in the workplace and generate tangible outcomes. The results allow organizations to elevate the quality of life for employees and be a true employer of choice.

Through our assessments, consulting, training and surveys, we go beyond the usual data and dimensions generally tracked by organizations, such as race, gender, and sexual orientation. We work closely with clients to understand their requirements for hiring, employee retention and engagement, promoting employees, supply chain and vendors, among other things, to determine how we can help them develop a more diverse, equitable, and inclusive culture.

We work on the what, the how, the why and the when. Today, great organizations must have DEI strategies for a strong talent pipeline and as part of their larger ESG strategy; and they lead by example. Let us help you raise the bar and be the best example in your sector.

CDI is a resource for organizations and leaders who aim toward making D&I strategies easily accessible and implementable for their teams, their business and individual leaders alike.

We want to create a new generation of leaders who take the effort to create sustainable change, not just from a competitive advantage perspective but also to create a more equitable social order.

We want to further move the needle on diversity and inclusion through effective strategy, policy-making, and training, so we can have a brighter and more inclusive future.

Here’s more about our new division, the Centre for Diversity and Inclusion (CDI).