Workplace diversity is an important factor that cannot be neglected. Happy, diverse and inclusive workplaces contagiously inspire empowerment, innovation and performance. Diversity also brings differences that we must understand and embrace for those benefits to be realized.
In today’s fast paced and global world, leaders feel an increasing pressure to innovate and position their products, services, and teams more creatively than ever before. However, research suggests that innovation and creativity only happen when our employees are happy. Myanmar is one of the most ethnically diverse countries in the world. Furthermore, with many local and international companies onboarding international staff into their organizations over the last decade, there is an opportunity to develop successful case studies of truly diverse and inclusive organizations. More work needs to be done, and diversity intelligence (as coined by Clarehta Hughes) is critical to achieving a work community where everyone thrives.
Below is a list you may want to consider when reviewing how you approach diversity in your workplace:
1) Adaptable communication practices
People from different backgrounds, cultures, countries, sexes, and ages have different approaches to communication, motivation, and idea creation. Leaders must adjust their communication practices to their audiences to make people feel comfortable. Fluid communication practices can create opportunities for people to feel empowered and thrive as both individuals and teams.
2) Realizing blind spots of diversity
Our own natural unconscious biases can influence our opinions and decision-making. If we truly understand this tendency, we will have a chance to possess a powerful self-awareness tool. Leaders with advanced diversity intelligence adopt strategies to counter our tendencies to judge and conclude too quickly. This can lead to approachability and sensitivity which are the two of critical components to good relationship management.
3) Tendency to comfort zones
We have an instinct to surround ourselves and hire those like us. If we don’t overcome this tendency, we limit the potential of our organization to truly evolve. No one wants to work in a place where they feel isolated from the others.
4) Developing an action plan
A diversity action plan includes specific follow up steps and strategies to address roadblocks to success, and to reinforce a commitment to change. It is committed to recruiting, retaining, and promoting a diverse community at all levels. Continue reading >>> Recruiting across Generations in Myanmar: Advantages and Challenges
To recap, workplace happiness is real and it’s attainable. In order to inspire happier workplaces, leaders in Myanmar should approach this with an inclusive mindset.
Instead of diversity being a challenge, turn it into an opportunity for greater success. Leaders who embrace and leverage diversity to develop, motivate and empower organizations in Myanmar will achieve extraordinary results and unquestionably benefit from lasting recognition.