6 Ways Every Boss Can Bring Diversity to the Workplace

As tech companies continue to receive heat over their lack of inclusivity of women and people of color, more studies are showing that there is a measurable benefit to focusing on diversity in the workplace.
Through a mix of civic action on tax reform, altering hiring practices and recognizing religious differences, here are six examples of how to push for more inclusivity in your own workplace.

1. Attract More Women With Different Incentives

When Netflix announced a revision to its parental leave policy to include a minimum of three months’ full pay for hourly employees and up to 12 months for salaried workers, the internet was abuzz with how much progress American companies were making when it came to the new moms in their ranks.
But Netflix is an exception to standard policy. Currently, federal law only requires large and medium-sized companies to provide 16 weeks of parental leave, all unpaid. And there is even less support for working mothers, as federal subsidies for childcare are at a 12-year low.  
To improve the landscape for working women, look to Canada. After our northern neighbors altered their tax system in the 1980s and ’90s to allow for childcare subsidies and mandatory paid maternity leave, more women joined the workforce. Today, there are about 8 percent more women working in Canada than in the U.S.

2. Embrace Global Workers — And Their Customs

All companies want to grow their business and increase their bottom line. One way to do that: Sponsor international workers.
Yet when it comes to bringing in new people from across the globe, most industries rely on old hiring tactics, using generic language in job listings or posting to job sites that aren’t used in other countries.
“There has been an idea for some time that you could standardize the [human resources] function globally,” said a 2012 report from KPMG International. “Many markets today, though, are so distinct that [HR] needs to focus on understanding local needs.”
In the same study, leaders from multiple companies found that international workers were essential to their business. For those pushing to hire people from other countries, the process was found to be the most successful when HR departments accommodated the worker’s local customs and culture.

3. Include More Holidays on the Company Calendar

New York is one of only a handful of cities that observe holy days of multiple religions. In 2015, the city’s school system added two Muslim holidays to its number of days off and have also designated times during which students of certain Christian denominations can leave school one hour early for religious study.
For businesses that want to do the same, the website Diversity Best Practices has a full list of religious and cultural holidays, including the Indian feast holiday Makar Sankranti (Jan. 14) and Native American Citizenship Day (June 15). Some companies have taken up the trend; UPS, for example, recognizes a number of cultural holidays such as Passover and the Chinese New Year.
“The key … is to make sure no one feels excluded or forced to participate in workplace festivities,” according to a post by the Society for Human Resource Management.

4. Use Technology as a Guard Against Implicit Bias

Despite a hiring manager’s best efforts to avoid discrimination in interviews, it’s completely natural to have biases — and it’s even harder to recognize them. To best diversify a workforce, it’s crucial to take a look at the technology that’s being used to communicate with potential hires, from how the job is posted to the method used to extend an offer of employment.
When the social media developer Buffer changed job descriptions from “hackers” to “developers,” they found women applied to the jobs more often. “It was eye-opening for us to realize the ways we had perhaps been implicitly biased without realizing it,” wrote one employee for the company’s blog.
Companies can utilize software that analyzes internal emails, documents and job postings in real time to avoid bias. Joonko, for example, “can identify events of conscious and unconscious bias,” says cofounder Ilit Raz. “The point isn’t just to hire more diverse people, but the right people for your company.”
Gapjumpers and Blendoor are two companies whose software removes a candidate’s name and any data not relevant to the job descriptions so managers can base hiring decisions solely on merit. The Google Chrome extension Unbias also blurs out LinkedIn images and names to reduce unconscious bias. Think of it as hiring à la “The Voice,” where judges hear singers before they see them.

5. Dish Out Diversity in Lunchrooms

Outside of benefiting a business’s bottom line, having a diverse work environment also introduces other people to cultures they might not otherwise interact with.
Communities are better strengthened when the people in them socialize with one another, says Harvard sociologist Robert Putnam. As the Houston Chronicle put it, “When a variety of viewpoints are thrown into the problem-solving mix, new and innovative solutions can be reached.”
Encouraging social diversity can be as easy as mixing up the menu. In Australia, for example, companies are encouraged to participate in A Taste of Harmony, a program that introduces employees to new cultures through food. And if you have a fairly diverse workforce already, try organizing a potluck where staffers bring in their favorite cultural dish to share.

6. Enlist Outside Expert Help

More companies are starting to beef up diversity by hiring outside help, such as diversity consultants, to oversee their company strategy.
Organizations like Paradigm and Project Include, cofounded by former Reddit CEO Ellen Pao and other high-profile female techies, help startups analyze their company’s needs, and then hire and retain diverse talent.
“We convened as a group of tech women to strategize and try to move diversity forward by having hard conversations and redirecting efforts,” reads Project Include’s manifesto. “We want to provide our perspectives, recommendations, materials, and tools to help CEOs and their teams build meaningful inclusion. We know how hard change is from our own experiences.”

The Latest Upgrade in Workplace Benefits, a Surprising Group Takes on Fake News and More

 
Employers Are Finally Starting to Deal With Death and Dying, Bloomberg
Now that many businesses have established (or even expanded) childcare leave policies, some are giving their employees the space to cope with life’s sorrows as well. Forward-thinking companies like Facebook now offer extended paid time off for workers caring for relatives with long-term illnesses or grieving the loss of a loved one. As one advocate said, “This expands the concept of what it is whole people need.”
Librarians Take Up Arms Against Fake News, The Seattle Times
As hyper-biased and made-up news proliferates, young people are even more vulnerable than adults to misinformation. To help students sort through the noise, librarians and other educators launched “digital life” courses that train kids to think critically and fact-check the articles they read.
Wall Street Diversifies Itself, The Atlantic
While most executive roles in the financial industry are still held by white men, there’s a subset of investment trading that attracts more diverse leaders. Without the “100-year history of what the people in charge look like,” women and people of color found success in the new frontier of exchange-traded funds, or ETFs, which emerged in the early ’90s. Insiders anticipate the rest of Wall Street will follow suit, as increased diversity has proven to improve returns.
MORE: How Digital Tools Are Helping in the Fight for Gender Equality

These Kids Studied 600 Lego Sets and Found Something Very Unsettling

In 1981, Lego put out an iconic advertisement of a little girl proudly holding a creation made of red, blue, green, yellow bricks. Back in those days, Legos weren’t just for boys — they were for all children.
But look down the aisles at any toy store and you’ll immediately see that many toys (not just Legos) are gender-specific. When it comes to the plastic blocks, the kits geared towards boys consist of secret agents, dragons, spaceships and robots. For girls, there are the Lego Friends sets complete with butterflies, pool parties, beauty parlors, and pinks and purples.
And perhaps as a result of the gender discrepancy, these blocks are no longer clicking with all children.
MORE: Playing with Purpose: Toys That Encourage Girl Power
As the Human Rights Campaign reports, fourth and fifth grade students at Shorewood Hills Elementary in Madison, Wisconsin, studied 600 Lego sets and came up with some problematic stats. The findings are published on their site WhatItIsIsBeautiful.com (cleverly named after that 1981 ad).
The student researchers analyzed Lego beings and found that there were more robots, aliens and animals combined than there were girl figures. (The breakdown: 75 percent boys, 12 percent girls, 8 percent robots and aliens, 5 percent animals.)
Additionally, they also discovered that of 406 human Lego figures, an overwhelming majority — 94 percent — represented European cultures.
In a series of poignant letters, the youngsters wrote to the Danish brand, pleading for more gender and cultural diversity. One student asked the company, “First of all, why do almost all the girls in Lego have to be baking and suntanning? I love to bake, but it’s not like I cannot do rock climbing or snowboarding.”
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Another student wrote, “I think you should stop assuming that boys like blowing stuff up and girls like pink. I’m a boy and, personally I like pink. I think you should remove the whole Lego friends thing and make more girl figures. Maybe you could also add some African American Lego people.”
Remarkably, Lego spokesperson Steve Clines actually wrote back, acknowledging all the students’ criticisms (Read his response here).
“It’s true we currently have more male than female minifigures in our assortment. We completely agree that we need to be careful about the roles our female figures play — we need to make sure they’re part of the action and have exciting adventures, and aren’t just waiting to be rescued.”
He added that Lego is having “many conversations” about the concerns the students have raised and their comments will be shared with the Marketing and Development teams.
“After all,” Clines says, “we want to inspire and develop the builders of tomorrow: that means both boys and girls, everywhere in the world!”
Sounds like these kids are literally the building blocks of change.
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A Savvy Investment: Companies That Support Gender Diversity

If someone asked what the key to economic growth is, what would your answer be?
The answer: Women.
According to a 2009 study in the Harvard Business Review, females controlled 51.3 percent of wealth in America, amounting to about $14 trillion in personal wealth. That number is projected to surge to $22 trillion by 2019.
And as more women like Sheryl Sandburg continue to drive the conversation on female empowerment, a new mutual fund is capitalizing on the potential growth of female leaders and companies focused on hiring women in management.

The recently-launched Pax Ellevate Global Women’s Index Fund invests in a group of companies from around the world that are leading the way in gender diversity on their boards of directors and in upper management, as well as through policies and outreach programs.

The newly created fund is a partnership between Ellevate, a professional women’s networking organization, and investment consulting firm Pax World Management. Ellevate, formerly known as 85 Broads, is a global network of around 35,000 women founded by Wall Street vet Sallie Krawcheck. Krawcheck has been recognized in Fortune‘s “50 Most Powerful Women in Business” as well as Forbes “World’s 100 Most Powerful Women.” Before exiting the banking world, Krawcheck was the president of global wealth & investment management for Bank of America.

The financial industry heavyweight’s latest venture is aimed at investing in female-empowered companies to help illustrate that more women in upper management positions is not just about closing the gender gap, but yielding greater corporate results and better performance, according to the DailyWorth.

“The research suggests that we, women, tend to think about work differently than the gentlemen do. The gentlemen, when you ask them what they work for, the first answer is: money. Women, work for [a] meaningful purpose, and money too. So is the case with investment,” Krawcheck told DailyWorth.
“We women are looking at what has historically been an either/or question: get a fair return or express [our] values? The answer is: ‘and.’ I’d like to get a fair return and I’d like to express my values. And, hearing from women, all of you, is that one of the values you want to express is having more women in leadership positions,” she added. 
The firm touts 100 percent of the companies listed on its index have one or more women on their board of directors and 97 percent have two or more female members of their board. The fund is the first of its kind in the United States and hopes to be a part of the solution in the gender diversity equation.
But surprisingly, Krawcheck found that many of the companies listed on the Index are already of stature.
“I laughed because I thought maybe these would be fringe companies that, you know, you’ve never really heard of before. It turns out, the companies that floated to the top, 400 companies, were the PepsiCo’s, the GEs, the Avons and the Yahoos — real brand name companies,” she said.
The partnership will also focus on growing its network of female business leaders and promote educational programs for women by working with companies and investors.
While we continue to drive the national conversation on gender equality in the workplace, it’s important to see initiatives like the Pax Ellevate Global Women’s Index Fund working to illuminate the benefits of giving female business professionals a seat at the table.
MORE: It’s a Woman’s World Now, and Women Are Making It Better for Everyone