The concrete objectives of the project were: ● To promote the business case for a diverse workforce. ● To explore the barriers to diversity and inclusion in organisations, paying particular attention to post-Covid-19 impacts, especially on hard-hit groups of employees. ● To encourage implementation of inclusive working practices. ● To ascertain innovative practices to promote a diverse, welcoming and inclusive environment. ● To investigate and create discussions on challenges such as microaggressions and implicit biases ● To create accepting climates where all individuals can thrive in the work environment. ● To create a climate for open and honest conversations and exchange of experiences of inclusion and diversity to determine what works and what still needs attention in general and in practice at local levels. ● To explore the challenges of hybrid working and emerging conditions which may erode equality and inclusion in particular. ● Generate an innovative diversity programme addressing issues og diversity and inclusion to aid policy and strategy. The goal was to aid concrete efforts to promote diversity and inclusion within organisations, and in the process, strengthen the capacity of the partner organisations to educate.
The benefit of a diverse workforce is collective understanding of each others’ needs which in turn increases morale and improves wellbeing. There is extensive evidence to show that reducing stress in the workplace reduces absenteeism. Research shows the benefits of having a diverse workforce (age, gender, race, religion, sexual orientation etc.) leads to a more sustainable, harmonious workplace. Further benefits are better performance financially, improved productivity and greater innovation and creativity in the team as a result of different points of view. The Covid-19 crisis completely changed the usual work environments for millions of people. Remote working and flexible working hours are widely used by companies and it seems that the post-pandemic workforce will look different and some measures will remain. Young people, the elderly, immigrants and the disabled are especially vulnerable. The pandemic has shown that now more than ever resilience and inclusivity in the labour market need to be enhanced. Intersectional issues will mean that diversity and inclusion need to remain on organisational agendas and ongoing training for managers and employees is crucial in that regard.