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So , how do we ensure EDIB strategies are effective amidst economic challenges and extreme polarization ? Position it as imperative . Rather than just implementing an EDIB strategy as a tokenism activity , organizations must recognize how integral it is to business strategy and operations .
EDIB can serve as a solution to many of the challenges we currently face , such as the ageing population , retention , capability shortage , and mental health - to name just a few . Issues that threaten the security of the manufacturing industry and cannot be ignored .
Establishing an EDIB strategy for your business
An EDIB strategy sets out to create a diverse workplace where employees are represented , respected , and can access opportunities in a fair , equitable , and transparent manner , and feel safe and empowered to bring their authentic selves to work .
Change doesn ’ t happen overnight : the traditional majority needs to broaden their perspectives , and that can be a tricky process . One way to drive forward behavioral change is to shift the focus to the craft of the business . For example , at Trivium , we create sustainable metal packaging . By focusing on the technical skills and knowledge required to do the job successfully , colleagues can bond over what they have in common - the craft .
We are also actively working to reduce bias throughout the employee lifecycle and have implemented a two-year roadmap to ensure we have the framework and policies to create a more equitable , diverse , and inclusive organization for all . Here are some examples of initiatives the manufacturing sector can incorporate in an EDIB roadmap :
■ Executive forum : include the C-suite in a central forum to accelerate and sponsor EDIB activities and set the standard for attitudes towards EDIB .
■ Employee resource groups : set up employee groups to increase awareness and offer employees a space to connect and build a sense of belonging .
■ Awareness and education : regular workshops , events , training , or educational programs will contribute to a culture of safety and inclusion , as well as educating employees on why EDIB is important .
■ EDIB metrics : monitor metrics to help track the impact of EDIB initiatives as well as support data-driven governance through policies and procedures .
■ Recruitment : reduce the bias throughout the process by focusing on competencebased recruitment , expanding the candidate pools through diverse job boards and partnerships with diverse organizations / charities as well as setting up diverse interviewing committees .
■ Retention and development meetings : performance evaluations bias can be reduced
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