Although workplace diversity has been a headline HR topic for years, it is more important today than ever before. As a result of the pandemic, companies have turned to the global workforce and started hiring more and more diverse teams while working remotely.
A diverse workforce is made up of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, background and other attributes. Much research has been done to outline the many benefits of workplace diversity, which include increased creativity and innovation, improved productivity, greater employee retention, a positive employer brand and stronger customer relations.
However, real commitment to diversity goes beyond simply recruiting employees with certain characteristics. It involves creating a supportive environment where everyone can feel heard, respected and understood. An environment where the strength of individual differences is genuinely at the heart of the organisational culture.
Companies that want to establish this type of environment must focus not only on diversity, but also on inclusion, which means they must develop a strong and sustainable culture built on fairness and openness.
This is where emotional intelligence (EI) comes in; a company’s culture is the set of shared values, goals, attitudes, interactions and practices that characterise it, and EI is what enables all of these to come together in a positive and productive way.
By definition, emotional intelligence is the ability to manage and interpret our emotions, to control and express them constructively, and understand the emotions of others with empathy and balanced judgement.
EI is therefore especially important for employees in diverse workplaces as it can help break down barriers that can form as a result of different backgrounds, experiences and viewpoints.
Some recent EI research has revealed the following:
So how Does EI Support Diversity & Inclusion?
Helps in Understanding and Resisting Biases
EI enables managers and employees to better understand the attitudes and concerns of their colleagues, and it also helps them better understand themselves. This is particularly important when it comes to diversity and inclusion, as many employees hold biases they may not be consciously aware of but that still inform their perceptions and behaviour.
These unconscious prejudices can also lead to microaggressions, behaviours or interactions that disparage others either subtly or unintentionally.
Managers and employees with strong EI are much more likely to be able to avoid thinking or saying something discriminatory or disrespectful. Indeed, if they are made aware that something they said or did may have been hurtful (even unintentionally), they will quickly recognise what they did wrong and take action to set things right as quickly as possible.
Increases Empathy & Equips Employees to be Heard
A common issue faced by members of historically marginalised groups in the workplace is a sense of alienation. Although companies often promote that certain groups are represented in their workforces, this doesn’t change the fact that many members of those groups feel as if they don’t belong or their voices aren’t being heard. This is why inclusion is so important —employees of all backgrounds must feel like valued members of the team whose contributions are actively sought and considered.
One of the main reasons EI leads to higher workplace morale and innovation is that it increases empathy among managers and employees. Employees are more inclined to share their opinions and concerns when they know they’ll be speaking to a receptive audience. This increases engagement, which is often low in many workplaces.
Brings Employees Together Around Shared Goals
EI among employees in the workplace can help bond people together toward common objectives and shared values. When employees are empathic and considerate, they become less self-interested and more concerned about the success of the entire organisation.
Supports Openness and Respect
EI can also lead to a cycle in which openness, respect and consideration are reciprocal attitudes among employees, which enhances the interactions and experiences of everyone in the company. When employees take an active interest in the well-being of their colleagues and make a genuine effort to understand their concerns, this encourages mutually respectful communication and collaboration - two of the most important drivers of EI.
Executive Emotional Intelligence Coach, Zoe Williams, outlines the inherent connection between EI and diversity:
“Emotional intelligence and diversity are intrinsically linked. When we are aware of the subconscious beliefs and mental models we hold, that determine the way we judge and perceive the world around us, we can choose our acceptance or denial of others.
Our beliefs are programmed into us throughout our lives - by our family, education, social circles and community structures. They are formed to help us belong, which helps us feel safe.
Belonging is about being surrounded by what we know, being accepted by others and judging others based on this.
This does not enable diversity and inclusion, this enables tribalism and judgement.
Using our emotional intelligence to unpick our beliefs that create this way of thinking can open us up to a world of colour and diversity. Where belonging and safety are no longer the primary driver of our judgement system. Instead replaced by a desire to learn about those who appear different to us, and valuing variety and difference in a way that brings out the best in ourself and others".
In Summary…
Emotional intelligence can provide employees, teams and leaders with the awareness and behaviours needed to create a truly diverse and inclusive culture - one that is welcoming and supportive for everyone in the organisation.
We need leaders who embrace Emotional Intelligence and Diversity & Inclusion, and hold the expectation that their employees will do the same.
True workplace diversity and inclusion requires much more than a commitment to representative hiring practices and efforts to combat discrimination. It requires a cultural shift toward greater self-awareness and mutual respect among employees at every level—a shift that can only be achieved and sustained by an emotionally intelligent workforce.
How we can help
Savant is in partnership with Zoe Williams Coaching. Zoe is a coach with over 15 years' experience of working in FTSE 100, FTSE 250 finance, risk and internal audit teams. She has worked closely with CEO's, Executives and Non-Executive Board Members. Zoe works with leaders to elevate their individual and company Emotional Intelligence to increase business performance.
If you are interested in understanding more about Emotional Intelligence and building a diverse and inclusive workplace where everyone can thrive, please contact us at hello@savantrecruitment.com
https://www.savantrecruitment.com/consultancy-coaching-services
