dignitea

Diversity & Inclusion for Small & Medium-Sized Enterprises (SMEs)

SMEs in Asia have long thrived in a traditional and top-down work model, where the nuances of “face value” and respect for seniority are deeply ingrained. Yet, as the world evolves and embraces diversity and inclusion (D&I) as a strategic asset, SMEs too must embark on this transformative journey. So, what advice can we offer to leaders of these SMEs who aspire to create more inclusive workplaces?

1. Start at the Top with Inclusive Leadership

In hierarchical organizations, cultural change emanates from leadership. To begin building an inclusive workplace, leaders must first see the value of D&I to the business. Consider shifting towards an inclusive leadership model, one characterized by self-awareness, empathy, commitment to diversity, collaboration, and cultural intelligence. When leaders change their language and behavior, their teams will respond differently.

Leadership plays a pivotal role in creating inclusion. While some SME leaders have shown flexibility by making exceptions for employees facing unique challenges, the challenge lies in fostering inclusion across the organization. Initiatives that build diverse internal relationships can help break down barriers. Activities like “Get-to-know Lunch Day,” Diversity Champions, mentorship programs, and cultural sharing events can facilitate understanding and collaboration.

2. Addressing Bias and Stereotypes: Creating Safe Spaces

Addressing bias and stereotypes is essential for creating a truly inclusive workplace. Organizations and individuals alike have crucial roles to play in this endeavor.

Organizations can support the creation of Diversity and Inclusion Employee Resource Groups (ERGs) and appoint Diversity Champions. These champions can serve as a bridge between employees and leadership, gathering feedback on how bias affects individuals or communities within the workplace. Additionally, organizations can provide Unconscious Bias training to equip employees with the tools to recognize and address biases effectively.

Individuals also have the power to initiate change within their organizations. Consider forming Listening Circles, small gatherings where colleagues can discuss and share experiences related to bias and stereotypes. By practicing active listening and ensuring confidentiality, these circles create safe spaces for open dialogue. Engaging with media articles, personal stories, and educational materials can further promote awareness and understanding.

Addressing bias and stereotypes isn’t just about being a good person; it’s about making better business decisions, fostering diversity, and increasing engagement and retention. By working together, SMEs in Asia can embark on a journey towards a more inclusive and equitable future, one that benefits employees and the organisation as a whole.

3. Embracing Diversity Across Key Inclusion Areas

In the quest for a more inclusive workplace, SMEs in Asia must embrace diversity across multiple dimensions, including age, culture, gender, race, and LGBTQ+ inclusion.

Aging Employees: Recognize the valuable contributions of older employees by implementing age-inclusive policies. Encourage mentorship programs that bridge generational gaps and promote knowledge sharing. Ensure that opportunities for career growth and development remain accessible to employees of all ages.

Multi-Cultural Workforce: Asia’s rich cultural tapestry offers a unique advantage. Celebrate cultural diversity through events and initiatives that showcase traditions, fostering greater understanding among employees. Encourage cross-cultural collaboration and respect for different customs and perspectives.

Gender Inclusion: Promote gender equality by addressing pay gaps, supporting work-life balance, and providing mentorship opportunities for women in leadership roles. Ensure policies that prevent gender-based discrimination and harassment are in place and actively enforced.

Racial Inclusion: Acknowledge the strength of a racially diverse workforce. Cultivate an environment where all racial and ethnic backgrounds are respected and valued. Implement initiatives to promote equal opportunities and combat racial bias.

LGBTQ+ Inclusion: Foster an inclusive environment where LGBTQ+ employees feel safe and accepted. Develop clear anti-discrimination policies, and offer sensitivity training to create an atmosphere of respect and understanding for all sexual orientations and gender identities.

Incorporating these elements into your D&I strategy demonstrates a commitment to embracing diversity comprehensively. By addressing these key inclusion areas, SMEs can create workplaces that reflect the rich tapestry of the local society and unlock the full potential of their diverse workforce.