How Zimyo propels Diversity, Equity, and Inclusion in the Workplace

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Increasing Employee Satisfaction through Learning and Development
In some organizations, the L&D part is often overlooked because they are already juggling a lot of other tasks and deliverables.

How Zimyo propels Diversity, Equity and Inclusion in the Workplace

Speaking of workplace diversity, one must first understand what this term means. Workplace diversity is defined as the inclusion of all individuals in an organization’s workforce, regardless of gender, religion, ethnicity, race, age, sexual orientation, and physical or mental fitness. Organizations must understand that the talks on workplace diversity have been suppressed for long, but the current scenario demands recognition of its importance and planning to balance out the situation.

Technology can serve as a boon in procuring this balance of diversity in the workplace. Be it internal communications or team activities, technology can help in all these areas to build a well-balanced workforce. Zimyo is making use of HR tech to propel diversity, equity and inclusion in their organization as well as others.

How diversity is helping businesses?

When talks on diversity and inclusion are in the brick and mortar stage, it is essential to prioritize them. An organization that has a diverse workforce is able to bridge the gender and ethnic pay gap. Awareness related to conscious and unconscious bias can be spread among the HR and departmental heads, which will eliminate the risk of unpleasant employee experiences inside the organization.

Let’s have a look at some of the statistics that give us a reality check on workforce diversity in the current scenario:

  • McKinsey’s Women in the Workplace study of 2018 revealed that women – particularly women of colour – remain underrepresented in the workforce. Further, because of gender gaps, women hold only 38 per cent of management positions in comparison to 62 per cent held by men.
  • As a 2018 McKinsey report states, companies in the top-quartile for workforce diversity are 33% more likely to outperform their less diverse counterparts financially.
  • 43% of D&I technologies are used for the purpose of talent acquisition, including candidate sourcing and selection.

Steps taken by Zimyo to improve diversity at the workplace

Diversity and Inclusion (D&I) is a key topic of concern and organizations are bent on trying all ways to achieve a balance between the same. At Zimyo we strategized various ways to eliminate discrimination of any type. For this, we sought the help of technology, because why not?

Given below are some ways by which we have tried to reach some sort of equilibrium.

  1. Created job descriptions that are appealing to all genders– Gender-specific roles have become common nowadays, where HR professionals mention in the job description itself that they wish to have female or male applicants only for a particular job role. This biased behaviour leaves no room for skills. Diversity in the workplace can never be achieved if gender-specific roles continue to rule the organization. At Zimyo, we keep this into consideration while preparing job descriptions for any new opening or replacement.
  1. Regular virtual workshops for educating the workforce on D&I– Post-COVID most of the organizations are operating, permanently or flexibly, through the work from home module, thus it becomes essential for HRs to upgrade themselves. This upgrade must include virtual D&I training sessions which can be conducted through integrations of their HRMS with G-suite. The Zimyo team attends multiple training sessions for the same, the recent one among them was the POSH training.
  1. Highlight and eliminate disparity in salaries– When the HR department is well equipped with workforce analytics, they can easily identify gaps and methods to introduce pay parity. Elimination of these gaps is crucial for the growth of any organization. At Zimyo, we facilitate the admins to generate bulk analytic reports on the portal. Through this HR professionals can make a distinction between the expected pay scale and equality and the realities that lie behind these expectations.
  1. Improve employee engagement through D&I– HR leaders can enhance employee engagement through D&I, and give it a whole new dimension. When employees start to recognize the diversity around them and the behaviours that they are expected to exhibit, then the consciousness regarding it gets generated automatically. The workforce at Zimyo is well aware of their roles and responsibilities as individuals to make the place worth working for everyone.

Some instances of Inclusivity, Diversity and Equity from inside the premises

Here are some examples to authenticate whatever has been mentioned above in terms of measures adopted by us.

  • 27% of the workforce at Zimyo comprises female professionals.
  • We have women leading various departments at our organization including CS, Growth Strategist and HR.
  • Since the beginning of our entrepreneurship, we have recognized the role and importance of diversity in the workplace and pay parity. While deciding employee salary their gender has never been a cause of concern or disparity.
  • We are open to applications from the LGBTQ community and those who are specially-abled.

These are efforts made by us and our beliefs that we as a team have manifested on the premises. We believe in Mahatma Gandhi’s saying ‘be the change you want to see in the world’.

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