How to foster work-culture diversity without hurting your growth

Discriminating just to increase the representation of women in tech is as misguided and biased as mandating increases for women’s representation in the homeless, work-related and violent deaths, prisons, and school dropouts.” this is a small excerpt of the recent post titled “Google’s Ideological Echo Chamber”, written by James Damore.

I was just going through this, 3,000-word, 10-page post, which went viral almost a month ago to see what the hullabaloo is all about. As it is quite evident from the title of this post, it was against Google’s diversity initiatives of which the company has always boasted off.

Want to manage geographically scattered teams, without hurting your productivity? Start using ProofHub to manage them.

I would not like to comment on what Google thinks, or their policies about dealing with workplace or diversities, where they are wrong and where the guy who has written this post is right. But, one thing I’d definitely like to talk about here is how I, as a leader, foster a culture of diversity at ProofHub hoping that every person reading this post can employ the same in their workplace.

Get your hands dirty to win their trust

No matter how technologically advanced we become, the foundation of a great team is always laid on trust. If the employees don’t trust their leader, they will grab the first opportunity they get to leave the organization and be with someone else. At the same time, if they believe in their leader they are always going to give in their hundred percent.

A small bud of insecurity, due to diversity issues, in the team can grow to become a scary jungle which can plague the minds of even most loyal employees. As a leader you need to make sure that these buds of negative impression, especially related to sexism, diversity and other such related problems, are rooted out quickly.

And, the best way to root them out is by leading with example.Get your hands dirty by standing shoulder to shoulder with them and setting an example. Win their trust by not just talking the talk, but also walking the walk.

Create a mission, not just a mission statement

There are two kinds of companies in this world. First are the ones that create mission — a philosophy on which the business thrives. Second are the ones that create mission statements — a philosophy on which the business thrives, but which is never brought into practice, and remains confined as a branding thing.

There is a difference between saying things and doing things. A report from Achievers, dating a couple of years back, showcased that >61% of the employees were not aware of their company’s mission statement, forget about getting motivated by it. You can boast off as much as you want to for creating a thriving business culture, and a growth-driven environment, the fact of the matter is that as long as you don’t make it real and visible to the employees, it is of no use.

So, the first step you can take to foster diversity in workplace is to make sure it is inculcated in the company’s vision and mission. And, is not confined to just being a statement. People in leadership roles must embrace diversity as a positive thing and promote it. From the initial hiring process to induction programs when the employee joins the team to working on projects, people in leadership roles must set an example by fostering diversity.

Don’t create a mission statement for putting a show to impress employees. Make it an integral part of your work-culture.

Keep Performance Management Metrics at the forefront

I come from a school of thought that believes in performance as the metrics of measuring a person’s credibility. Anyone who performs well deserves the accolades and the praise — no matter what caste, creed, race or orientation that person is from. And, this is the only criterion set here for performance analysis at ProofHub.

If you are looking to foster a work-culture, where diversity thrives, without hurting your business growth, then performance management metrics should be kept in the open. This makes sure that everyone out there knows on what basis their performance is going to be judged. So, they can focus more on improving their performance, rather than pointing out fingers at others. And, that’s how it should be!

In fact, with the help of a project management tool like ProofHub you can easily bring transparency in work processes. It allows you to set custom roles, making it easy to define who is supposed to do what.

Plus, time estimates for each task adds accountability making sure that employees know you have an eye on their work whenever it is delayed beyond the deadlines. They can keep their speed to maintain high-performance standards. And, you as a leader can keep an eye on things to foster diversity in the work culture without having to worry about difference in caste, creed or any similar thing.

Looking to bring that positive vibe in your team? Stop relying on emails and switch to ProofHub.”

Originally published at LinkedIn

Let me send you my best stuff, click here to subscribe now!

Sandeep Kashyap is the Founder of ProofHub — a leading project management and collaboration software. A passionate leader, Sandeep is always on the lookout for innovative ideas about filling the communication gap between groups, teams and companies. He is also a featured writer on LinkedIn and a contributing author at YourStory. You can connect with him on Twitter, Facebook, and LinkedIn.

Also follow our company page @ProofHub to get the recent updates about our tool, published articles, motivational quotes & presentations.

If you liked reading this post, you are surely going to love this as well-

Internet Entrepreneur, CEO of SDP Labs and Founder of ProofHub