The impact of technology on the modern workplace is undeniable. Video conferences have mostly replaced face-to-face meetings, mailrooms have largely replaced email inboxes, and typewriters and carbon paper have largely replaced word processors. A significant chunk of work—and the workforce—has also been able to travel outside the limits of a typical workplace, thanks to technological advancements. It is usual for digitally connected professionals to do parts of their work at cafes or shops, at home, or even when on “vacation” while reclining by the pool.
Many evident advantages accompany this technological revolution. Colleagues can effortlessly communicate across borders, saving money, decreasing environmental damage, and minimizing body wear and tear. We can summon the tools and knowledge we need to be productive in a few clicks, thanks to open-source software, search engines, and online buying services. We can travel to unknown regions and converse with natives using online maps, global positioning systems, and real-time translation services.
Simply put, it is the rational thing to do. Furthermore, diverse and inclusive organizations attract and retain top talent, boost employee engagement, and enhance consumer readiness to buy.
However, there are drawbacks to our technologically enhanced existence. The aspects of digital technology are of special concern since they might drain us of really scarce resources: our time and attention. While businesses may gain in the short term from higher productivity facilitated by technology, the blurring of the border between work and life is subject to the law of diminishing returns. According to a recent Deloitte study, negative effects such as higher cognitive load and decreased employee performance and well-being might detract from the value received from the always-on workforce.
Here are some ways in which technology impacts D&I positively:
In the field of talent acquisition
HR departments are in charge of employing top people to meet an organization’s demands. The following is an example of how technology is employed in the talent acquisition process:
- HR departments are increasingly turning to technology to tap into the world’s large pool of qualified workers. They don’t have to confine themselves to a single geographic area or place when there is a pool of qualified individuals waiting for a chance all over the world.
- Remote hiring also helps to eliminate biases in the sourcing and selection of qualified applicants. Artificial intelligence, sometimes known as AI, makes this feasible. HR workers may develop successful job advertisements in the necessary language using AI-powered technologies.
- For submitted applications and resumes, AI may be utilized as a preliminary screening tool. It can assist in recruiting top talent and filter applicants.
- Unconscious biases in humans can influence the recruiting process and judgments. AI may greatly minimize human biases during recruitment since it ignores demographics such as age, sex, ethnicity, and gender.
In terms of education and training
Companies must make significant and real efforts to provide appropriate and equal training and development opportunities for all employees if they wish to retain top talent. Employees will be inspired to provide their best to the firm if they believe the firm is investing in their careers.
Another crucial part is educating staff about diversity and inclusion. It is critical to perform virtual training sessions to ensure that the staff has a thorough awareness of diversity and inclusion. Instilling adequate D&I knowledge fosters belonging, inclusion, and the development of positive work culture.
Diverse groups improve employee engagement and productivity, as well as problem-solving capabilities because different views typically handle business difficulties in novel ways.
In the area of employee engagement
On the other side, employees can enroll in employee engagement surveys and provide as much information as possible. Identifying an internal champion with whom you can voice issues and/or advise can directly facilitate your initiatives. Curating benefits and rewards and recognition programs also can help in leveraging technology to the fullest. There are various employee engagement and recognition tools and platforms which can be used to drive global employee wellbeing.
For Closing Race and Pay Differences
The lack of gender or salary disparities is a critical aspect that determines employee morale. Disparities in employee benefits owing to gender or salary discrepancies can be mitigated or eliminated with automation technologies.
One example is the use of an AI bot. This bot can search different data sources to provide HR personnel with precise information on the company’s benefits and pay plans. Automation has the benefit of removing any human oversight and revealing holes without any human biases.
D&I and Remote Work
Even though remote working is not a new concept, businesses and employees are gradually realizing its numerous benefits. Employees can work a variety of hours and avoid wasting time and money on commuting. Remote working has several advantages for employees, including lower operating expenses and increased productivity.
HR departments may access a varied range of potential candidates with a talent pool that stretches around the world. HR teams can choose applicants based on the business’s unique needs while also considering diversity and inclusion.
Remote teams may collaborate not just across the country, but also across time zones, thanks to a global workforce. For example, if your Asian office shuts at 8:00 p.m., that is the moment your North American remote workforce begins their workday. This translates to greater work time and increased production.