In an organisation where people are the principal assets, inclusivity serves as a strategic advantage. It empowers everyone to be fully engaged and committed to the organisation’s success by fostering a culture of respect and acceptance. This inclusive environment values diverse perspectives leading to greater innovation, improved decision-making, enhanced collaboration and stronger client relationships.
Fostering diversity is crucial. Numerous studies have shown that having a diverse team leads to better decision-making, increased creativity, and higher financial performance. The recent “Grant Thornton International Women in Business Report” revealed that very few companies now lack women in their senior management as leaders have become increasingly aware that having women in these roles enhances the organisation's attractiveness to clients, partnerships and investments.
With this, it is important that organisations create an environment where employees, regardless of their gender, feel seen, heard and encouraged. Let’s dive into the potential strategies in breaking barriers to pave the way for a diverse and inclusive workplace.
Inclusivity and diversity must be at the heart of an organisation
Crafting company policies is easy; however, organisations will struggle to implement them effectively if they do not grasp the significance of diversity and inclusivity among their members. A study from the Harvard Business Review Analytic Services underscores the need for leaders to integrate Diversity, Equity, Inclusion and Belonging (DEI&B) initiatives into the organisation’s culture and core values to ensure meaningful and lasting change.
Organisations must also create a safe space for employees to engage in open and honest discussions on gender and age discrimination, cultural and religious beliefs, and racial issues to foster understanding, respect and empathy. At my firm, P&A Grant Thornton, one example of acknowledging the religious beliefs of our employees is by accommodating their dietary restrictions at the events we host.
Offer equal opportunities for advancement
In the Philippines, 88% of businesses say that there is an equal participation among men and women in training opportunities, as revealed in the recent “Grant Thornton International Women in Business Report”. This shows that businesses understand the importance of fair treatment and are taking steps to promote equality.
Creating clear pathways for career progression and ensuring that all employees have access to mentorship and professional development opportunities can help break down barriers. Additionally, mentorship and sponsorship programs provide essential guidance, support, and career growth opportunities, especially for people who face challenges such as gender bias, ageism, and skills discrimination in advancing their careers, based on one American research.
Support work-life balance
Having a diverse talent pool means that employees have diverse needs too. Offering flexible work arrangements, parental leave, and support for caregiving responsibilities show that organisations acknowledge the diverse needs of their workforce. This approach not only enhances the inclusivity of the work environment but also demonstrates a commitment to recognizing and valuing the unique needs of each employee.
Moreover, the “Grant Thornton International Women in Business Report” published in 2024, highlighted that integrating flexible work arrangements is pivotal in achieving parity in an organisation. This proves to be essential for women, especially for mothers, as hybrid work models and flexible working hours allow them to balance both responsibilities as a mother and a professional.
Celebrate diversity
An inclusive workplace creates a sense of belonging, which boosts employee satisfaction and retention. Organising events and activities that celebrate gender equality, cultural and religious holidays, and awareness days (e.g. health, disability, race-related awareness) are among ways to help employees feel valued and included in the workplace.
Organisations can set up activities to encourage religious and ethnic minority groups among their members to share their traditions, cultural art, and even food. It is one way of breaking stigma and helping employees understand and respect each other’s differences. Oganising regular, family-friendly events and workshops that cater to the needs of parents and caregivers in the workforce will also help build connections with industry peers, as highlighted by the “Parents at Work” report by the United Nations Global Compact.
Lead by example
Leadership plays a critical role in breaking workplace barriers. According to a report published by the World Economic Forum, an organization’s CEO, along with its senior leaders, must lead the change. They must actively support and authentically promote diversity programs and initiatives within the organisation.
The report also notes that senior leaders must be held accountable as role models and for the outcomes of DEI&B initiatives, not just with their inputs or plans for implementation. A study from the International Labour Organization (ILO), shows that when leaders are held accountable as role models, employees are “more likely to report high levels of well-being".
Diversity programs are also vital in effectively promoting diversity and inclusivity, as revealed in a study on breaking barriers in the workplace. These programs help employees recognise hidden biases, stereotypes, and prejudices that can block inclusivity. Leaders who champion teaching and encouraging understanding among their workforce through diversity trainings will greatly contribute to creating a more welcoming and fairer workplace where everyone feels valued and respected. When leaders set a good example, employees tend to follow.
Towards a diverse and inclusive work environment
In the Philippines, 60.2 percent of businesses say that all their employees feel they are treated equally with gender equality strategies in place, based on the “Grant Thornton International Women in Business Report”, which further underscores the need for organisations to foster diversity and inclusivity to drive innovation and ensure that all employees can reach their full potential.
Breaking barriers in the workplace is an ongoing journey that requires commitment, effort, and collaboration. Organisations can create a more equitable and innovative work environment if they consciously address biases, promote inclusivity, support and respect the differences of all their employees. The path to breaking barriers is not always easy, but the rewards are well worth the effort.
As published in The Manila Times, dated 16 April 2025
