Introducing DEI In The Workplace
Striving for a diverse, equitable, and inclusive workforce for your organization? Here is an actionable strategy to get you started.
As the workplace continues to evolve from a corporate-three-piece circus to comfortable work-from-home models, the mindset and values too continue to change. 2022 is the year when being politically correct is the only way forward.
Once, not-so-long- ago, diversity, equity, and inclusion were used as filler terms to appease the masses. But today, they are considered cornerstones of effective human resources management.
Today, the employee and the employer must be on the same page about the fact that the color of one’s skin, their position on the socioeconomic scale and the gender spectrum, or even the level of ability cannot exclude an individual who rightfully deserves the position.
The Impact of DEI On The Workplace
Before one understands the impact of DEI on their employees, it is essential to grasp the concepts individually.
Diversity refers to the differences in a team. It is a subjective measure that does not require a numerical count.
Equity is a system design that ensures diversity in the team. It is safe to assume that the route to equality begins with equity.
Inclusion is a set of practices that helps the team establish a sense of belonging to the organization and also one another.
Organizations that succeed in implementing DEI secure a position ahead of the curve. These practices foster a morally uplifting and socially appreciative environment that keeps the employees motivated and the company finances ahead of the KPIs.
Most of the fresh talent pools across the US are taken over by millennials; hence it is essential to note that more than 80% of millennials engage more with an inclusive and diverse team. In an era where information, awareness, and ideas consistently revolve around collaboration despite geographical distances and linguistic barriers, one cannot indulge in slacktivism and use these practices in name only.
To sum up the benefits of a diverse, equitable and inclusive team:
Diverse teams are more competent at problem-solving due to the broader perspective
They offer a greater room for innovation and growth while adding to the leader’s credibility too
Teams gain loyalty and retention by offering an inclusive environment for each individual. This translates to efficient and informed decisions in the right direction
Empathy Is The Essence Here
The primary goal of all DEI practices is to help foster empathy amongst the team members. It is essential to note that a value as significant as empathy trickles down in the hierarchy from top to bottom.
The Human Resource Management ideology must be comprehensive and cohesive for your team. From accommodating an employee during personal and professional crises to raising awareness about issues faced by any marginalized communities under your leader, empathy lays the foundation for an ideal workplace physical or virtual.
How To Incorporate DEI Practices Into Your Company Values?
Since the #BlackLivesMatter movement came to light, countless employers have taken to digital media to portray a positive, inclusive, and utopian vision. But waxing poetic about the subject without any action does more damage 4 than good.
Develop A Context Through Vigorous Research
Everything worthwhile requires effort from the shareholders. This means you must invest your time, energy, and resources to build an understanding of racism and other forms of exclusions.
Make sure that you know the harsh realities any marginalized employee of yours faces so that you can offer an equitable solution for their problems. This research may leave you with a sense of discomfort but it is necessary to confront the acrid truth of our society.
Reflect On Company Data And HR Policies
The next step is to peek within the data and hiring practices of your organization. Walk through the policies to understand the demographic and disparities. It plays a critical role in developing an actionable strategy and meaningful action.
Set Bold Goals, Bask In Success
Creating an environment that embraces DEI to empower the marginalized segments requires a lot of conviction and courage.
It would be best if you took the leap without any compromises. Remember, incremental progress does not always amount to a significant difference when the industry thrives on supremacy based on your skin color.
Focus On Culture Contribution
When it comes to creating diverse teams, ‘culture contribution’ plays a very crucial role. Getting fresh ideas, perspectives, and practices to your table can not only add value to your projects but also lead to a better reputation in the industry.
Weave DEI Into Your Company Values Via REAL
The REAL framework offers a glimmer of hope to leaders looking for a straightforward solution for DEI introduction and implementation. It is based on four simple steps:
Reveal relevant opportunities.
Elevate equity.
Activate diversity.
Lead inclusively.
The implementation of such a strategy can help change the conversation from difficulties to upliftment, which is the end goal of all DEI initiatives.
Encourage Communication
Last but not the least, is open communication. An employer and employee must have transparent communication to ensure timely transmission of feedback and calls for help.
Final Thoughts
In a nutshell, diversity means everyone gets invited to a picnic regardless of their ability, gender, ethnicity etc. Equity means that each invitee gets a mode of transport to reach the location. And inclusion implies that every individual gets an equal chance to enjoy the picnic spread despite their physical and dietary restrictions.
Whether you start with research or company-wide correspondence on the subject, either way, you must initiate the conversation about the personal and painful moments experienced by your team due to the factors that made them different.
