Diversity and inclusion (D&I) are fundamental pillars of a vibrant workplace culture. Embracing diversity extends beyond recruitment; it’s about cultivating an environment where every individual feels esteemed, respected, and enabled to contribute their distinctive perspectives and skills. Inclusive workplaces nurture innovation, creativity, and collaboration, thereby enhancing business performance. At Zoala, we deeply appreciate the importance of D&I and are dedicated to fostering a culture where all individuals can flourish.
Creating an inclusive culture
Our main goal is to achieve “full participation of all”. When it comes to D&I, we recognise that the approach for a seed-stage startup differs from that of larger organisations. With differing needs, resources and opportunities, we need to prioritise building a more realistic framework — one that is agile and flexible.
Instead of focusing on diverse hiring (though that’s also important and something we’re working towards!), we place more emphasis on creating an inclusive culture where everyone feels seen, heard, and cared for. This ensures our Zoalies feel safe and comfortable bringing their authentic selves to work.
Guiding principles for our D&I initiatives are closely tied to our company values.
- Be open and transparent.
- Be caring and harmonious.
Embracing cultural diversity
Something about Malaysians and Singaporeans is that we share a unique upbringing in diverse, multicultural societies. This background instils in us an innate openness to embracing and respecting various cultures.
In Zoala, we enforce the importance of diversity by learning and celebrating the cultural events and practices of our talents. We encourage our team to know the meaning and significance behind celebrations and facilitate conversations among the team. We also prioritise flexibility to accommodate specific needs, such as allowing for early release during periods of fasting for religious reasons.
This approach ensures that all team members feel cared for, supported, and respected when practising their religious beliefs.
Feedback and transparency
Another way we support D&I is through robust feedback and regular check-ins as a commitment to transparency and openness. These channels provide team members with avenues to share their thoughts, suggestions, and concerns safely and confidentially.
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Whether through direct conversations with managers, team-level check-ins, or anonymous feedback platforms, we ensure that every voice is heard and valued, fostering a culture of trust and collaboration and adding to our vibrant culture.
Similar to culture, D&I practices are determined by leadership and trickle down throughout the organisation. Leadership serves as role models for employees to observe and, in turn, mirror acceptable and inclusive practices.
However, we acknowledge that bias is inherent and so we encourage our team to “share more, worry less” and to call out all/any unfair practices regardless if it’s towards a fellow colleague or leadership. Through regular check-ins and feedback, we ensure accountability for any unfair/undignified actions. Once we identify any bias / unfair practices, we work as a team to resolve the issue, taking in different perspectives from all our employees.
A simple yet effective approach
We believe in a simple yet effective approach to fostering inclusivity: take note, take accountability, take action. Firstly, taking note involves recognising our own biases and unfair practices and understanding their impact on those treated unfairly.
Next, taking accountability means acknowledging when we’ve been unfair, whether intentionally or unintentionally, and committing to making things right. Finally, taking action entails following through on our commitments.
While rectifying mistakes, especially in leadership roles, isn’t easy, the benefits – including building trust, demonstrating humility, and fostering progress over perfection – far outweigh the challenges. By creating a culture of vulnerability and safety, we empower our team to open up and contribute authentically
Real-life impact
When teams lack diverse team members, they may also suffer from a lack of diversity of thought, which is essential for creativity and innovation. One significant example is the increased creativity and innovation that has emerged as a result of having diverse teams.
As we expanded our team and had talents of various backgrounds join us, we’ve been able to harness a wide range of perspectives, experiences, and ideas. This diversity of thought has led to more robust brainstorming sessions, problem-solving approaches, and, ultimately, innovative solutions to challenges faced by our organisation, as well as product ideas and features.
Also Read: Leading with diversity: Why DEI is essential for success in the digital age
Furthermore, our focus on diversity and inclusion has positively impacted our relationships with clients and customers. As a company that values diversity, we’re better equipped to understand and serve the diverse needs of our clients and customers.
Our ability to empathise with, relate to, and respect the needs of individuals from different backgrounds has strengthened our client relationships and enhanced our reputation as an inclusive and socially responsible organisation.
An initiative that has positively impacted one of our school’s partnerships with neurodivergent students and diverse learners. By providing our mental wellness companion to students from different backgrounds, we’ve witnessed an increase in engagement and positive outcomes.
Students report feeling more supported and understood, leading to improved mental wellbeing and academic performance. Additionally, our inclusive approach has strengthened trust and collaboration with educators and parents, fostering a sense of belonging within the school community.
Educational initiatives
Our plans to maintain and grow our diversity and inclusion initiative at Zoala centre around education. We believe that education plays a pivotal role in fostering understanding, challenging biases, and creating a truly inclusive workplace culture.
To achieve this, we want to implement D&I training programs for all employees, especially our leaders. This is done in hopes of promoting awareness and sensitivity towards the experiences of people from diverse backgrounds and better equipping our team with the necessary knowledge and tools to create a respectful work environment.
Programs will cover a range of topics, including unconscious bias, cultural competency, and the importance of diversity in the workplace. In addition to structured training programs, we will curate educational resources such as articles, books, and videos that delve into DEI issues. These resources will serve as valuable tools for self-directed learning and further exploration of key concepts related to diversity, equity, and inclusion.
To ensure continuous improvement and effectiveness of our educational initiatives, we will establish channels for employees to provide feedback on the training programs. By soliciting input and insights from our team members, we can adapt and refine our approach to better meet the evolving needs of our workforce.
Through these educational efforts, we are committed to fostering a workplace culture where diversity is celebrated, inclusion is valued, and every individual feels respected and empowered to contribute their unique perspectives and talents in Zoala.
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