In today’s rapidly evolving workplace, organizations need to foster inclusive environments that cater to diverse needs. This is particularly true for product managers who play a crucial role in driving innovation and success, and whose work potential can be dramatically accelerated under optimal conditions.
In this post, I will share the most common differences among workers that I’ve encountered as a product manager. I will also share how product teams can thrive and benefit from embracing diversity and unlocking their full potential.
Why should we care about diversity?
Companies may incur many costs by neglecting diversity and inclusivity. The most significant ones are:
1. Reduced productivity: When employees do not feel supported or accommodated, productivity suffers, resulting in increased stress and decreased focus, missed deadlines, poorer quality of work, and decreased overall efficiency.
2. High turnover rates: When employees feel that their needs and concerns are not being addressed, they may become dissatisfied with their work environment and seek opportunities elsewhere. High turnover rates can result in significant financial losses for companies due to the recruitment, onboarding, and training costs associated with replacing valuable employees.
3. Missed talent and innovation: By not embracing diversity and inclusivity, organizations may lose out on valuable perspectives and fresh ideas. This can result in missed opportunities for growth and competitive advantage.
4. Legal and reputational risks: Discrimination or lack of accommodations can lead to lawsuits, negative media coverage, and damage to the company’s brand and reputation.
Before we start with the ‘how’ let’s talk about what is considered a diverse workplace
A diverse workplace refers to an environment where individuals from a wide range of backgrounds, perspectives, and identities come together to collaborate and contribute to the organization’s goals and success. Demographic diversity is but one dimension. Neurodiversity and individual backgrounds are additional elements.
It’s worthwhile to note that diversity is not only about representation but also about creating an inclusive environment where individuals feel welcome, respected, and empowered to fully participate and thrive. Organizations that actively promote and prioritize diversity and inclusion are better positioned to attract top talent. They leverage a wider range of ideas and experiences, and create a more dynamic and successful work environment.
Use-cases I have encountered, from most to least common
1. Parents: The most significant population is parents, who juggle professional responsibilities with childcare duties. To support this group effectively, organizations can implement the following measures:
– Flexible work hours: Offering flexible schedules enables parents to balance work and family commitments. It allows them to accommodate school drop-offs, attend parent-teacher meetings, and handle unforeseen family responsibilities.
– Remote work options: Providing the ability to work remotely or have hybrid work arrangements empowers parents to manage their time efficiently and reduces the challenges associated with commuting (this is also true for people who live away from the office and waste a lot of valuable work time commuting)
– Parental support: Establishing programs such as on-site childcare, parental leave policies, and providing babysitting services during company events can alleviate stress and provide support for parents to excel in their roles.
2. Night Owls: While most workplaces require employees to start their workday in the morning, not all individuals operate optimally during traditional 9-to-6 working hours. Night owls thrive after dark and struggle to wake up at sunrise. It is estimated that at least 30% of the population define themselves as night owls, yet they are completely ignored by most workplaces. To help night owl employees maximize their work potential, organizations can consider the following:
– Flexible working hours: Allowing night owls to adjust their work schedule to align with their natural peak productivity hours can lead to enhanced performance and job satisfaction. If you have night owl employees, try to set up morning meetings in advance so they can be prepared accordingly. If possible, schedule meetings after the morning hours.
– Collaboration and communication: Ensuring seamless communication channels with team members and stakeholders, regardless of time zones.
3. Neurodiversity: Individuals with neurodiversity encompass a range of neurological differences, including dyslexia, dyspraxia, ADHD, and more. For these employees, organizations may consider the following:
– Minimizing distractions: Enabling quiet workspaces with minimal interruptions.
– Remote work options: Supporting employees who prefer working remotely to avoid office distractions.
– Clear communication: Using concise and unambiguous language, providing written instructions, and offering alternative methods of communication.
– Task variety and flexibility: Offering diverse tasks and projects can cater to neurodiverse individuals’ strengths and interests, promoting engagement and productivity.
– Structured workflows: Establishing clear processes, well-defined goals, and visual task management systems can help these individuals stay organized and focused.
4. Multicultural and Multilingual Teams: In today’s globalized world, product management teams often consist of members from diverse cultural and linguistic backgrounds. I include LGBTQ+ and religious populations under this umbrella. Embracing this diversity can lead to valuable insights and innovative solutions. Consider the following strategies:
– Cross-cultural awareness and training: Providing cultural sensitivity training and fostering a culture of respect and inclusion promotes effective communication and collaboration among team members from different backgrounds.
– Inclusive decision-making: Actively seeking diverse perspectives and involving team members from different cultural backgrounds in decision-making processes can enhance creativity and problem-solving.
– Celebrate cultural events: Celebrating events such as holidays and special occasions will help your diverse employees feel welcome and cherished. This is also an excellent way to foster positive company culture and relationships.
-Provide a ‘safe space’: Providing a tolerant work environment will help your employees feel safe and satisfied. For example, decorating the office space with Pride flags during June, enabling observant employees to pray in the office, or cleaning the office kitchen of non-kosher food before Passover.
5. Individuals with Physical Disabilities: Creating an inclusive work environment for individuals with physical disabilities involves removing barriers and providing necessary accommodations. Organizations may wish to consider the following factors:
– Accessibility: Ensuring that the physical workspace, digital tools, and technologies are accessible to individuals with disabilities is crucial. This includes wheelchair ramps, adjustable desks, screen readers, and captioning services.
– Flexible work arrangements: Offering remote work options or flexible schedules can help individuals with physical disabilities overcome challenges related to commuting or managing their energy levels.
To summarize: In order to cultivate the ‘ideal’ inclusive work environment for product managers, organizations must embrace diversity and consider the unique needs of various populations. By implementing flexible work hours, remote work options, and supporting employees’ unique needs, companies can unlock the full potential of their teams for the greater success of the company.