Many organizations have created diversity and inclusion programs in an attempt to recruit and retain more minorities, but the initiatives often fall short.
The problem: These programs tend to focus on helping minority group of employees fit into the status-quo culture, rather than eliminating systemic inequality within their organizations. Companies should focus on managing injustice, rather than managing being a minority.
Companies can start by using data analytics to assess whether employees feel included on their teams and are treated fairly within their larger organizations. These surveys should be broken down by demographic categories, including race and gender, to identify certain populations that have a lower engagement or sense of commitment to the organization.
That’s especially important today, since inclusion programs have shifted in recent years toward recognizing more forms of diversity—based on gender and sexual orientation, for instance. Employers need to make sure that discussions about race aren’t getting lost as they work to make other groups feel like they belong.
At First Class Cleaning Services we work with diverse group of communities and gender in Kenya. With active assignments in Nairobi, Mombasa, Kisumu, Nakuru, Kakamega, Eldoret, Kericho, Kitale, Lodwar among other urban areas we have engaged all gender and communities to help us meet the cleaning needs of your organization. Email us on email@example.com