Diversity, equity and inclusion (DEI) is a complex field with various terms that may seem unfamiliar or obscured by jargon. To assist your team and give everyone greater clarity, we have created this glossary of commonly-used terms in DEI.
Diversity brings in new ideas, perspectives and experiences into the workplace; inclusion brings those different views together for enhanced work results and deeper bonds among employees.
Definitions
Diversity and inclusion are frequently confused; like “macaroni and cheese” or “shoes and socks.” But they differ significantly: diversity refers to the mix of people in your workplace while inclusion refers to how everyone feels as a result of that diversity.
Inclusion refers to all the ways a company makes employees feel welcomed and supported, such as celebrating cultural holidays, making sure work hours accommodate religious services, or supporting neurodiverse individuals. Furthermore, inclusion is achieved by ensuring processes and policies don’t disproportionately affect any group of people; additionally, providing training on implicit bias – or unconscious bias as it’s known – so employees don’t make assumptions based on stereotypes about those different than us.
Companies that prioritize diversity and inclusion are more likely to be perceived as innovative, forward-thinking and effective – and attract top talent because employees want to work for companies that recognize the worth of all backgrounds and experiences.
Establishing DEI strategies shows your company is open to giving everyone a fair shot and open to learning from everyone who joins. Customers and consumers will want to do business with you because they know their needs will be fulfilled.
Diversity and inclusion are essential not only for business but for society as a whole. A diverse and inclusive community means more voices can be heard, leading to better decisions and problem-solving processes as well as giving all individuals an equal chance to be their best selves and reach their full potential.
As a leader, you can help set the standard for diversity at your organization by setting actionable goals that have clear goals and timelines. Start by listening to employees about what changes need to be implemented; set up one-on-one conversations between employees and upper management so they can exchange constructive feedback with one another; or arrange meetings between employees and upper management so you can receive constructive suggestions directly from employees.
Benefits
Diversity, equity and inclusion (DEI) has become one of the more commonly associated terms. No longer seen simply as industry buzzwords or corporate trends, DEI initiatives now serve a purposeful function in an organization’s efforts toward diversity, equity and inclusion (DEI). When executed effectively they can produce tangible results.
An essential aspect of a comprehensive diversity and inclusion strategy is providing every employee the chance to be the best version of themselves, including celebrating differences such as age, disability, gender, sexual orientation, social status, race religion or cultural heritage. Fostering an environment in which everyone feels welcomed is central to its philosophy; that is what truly inclusive workplaces strive towards.
Employers that implement comprehensive DEI programs are able to attract talent from a much wider pool, finding employees who bring new perspectives, languages, contacts and expertise to their team. Employees who feel included within their company culture tend to experience lower turnover rates as they develop cohesive team dynamics more quickly and productively.
Implementing a DEI plan has numerous financial rewards as well. According to this PolicyLink resource, investing in diverse people with situational fairness in mind helps reduce costs associated with health care, training and hiring; additionally, having more diverse workers helps create products more suited to market needs and desirable for consumers.
companies who excel in their DEI initiatives typically see higher profit margins due to being better equipped to serve a diverse customer base. According to McKinsey research, organizations embracing diversity are 35% more likely to outshone competitors while ethnically diverse firms can be 15% more profitable.
As it’s important to keep in mind, DEI policies don’t always lead to positive impacts on companies’ bottom lines. Therefore, businesses must create a clear vision of their goals and implement an actionable strategy which will lead to success – such as setting measurable targets for interview pass-through rates and hiring metrics in order to ensure all employees have equal chances for success.
Challenges
DEI presents companies with an enormous challenge when it comes to prioritizing DEI in their culture, as this requires an open mindset from all levels within an organization to welcome and honor differences. Success for DEI requires leadership support – including making sure people from underrepresented groups form majority of C-suite positions, while allies from rank and file must also be recruited in roles that will assist DEI efforts and lead in new directions.
Many companies emphasize diversity but fail to take steps toward inclusion for everyone. Diversity and inclusion go hand in hand and both are vital for creating a dynamic workplace environment; diversity without inclusion leads to toxic cultures with feelings of exclusion while inclusion without diversity leaves individuals out in the cold.
Establishing a diverse workforce is one step, but creating an inclusive work environment requires something extra. People from marginalized groups may have had direct experience of discrimination or oppression that needs to be discussed when creating more inclusive environments. It’s critical that marginalized people be included in discussions regarding what needs to change for an inclusive work culture.
Implementing inclusion is a journey that takes time, but the rewards can be immense for both employees and the company as a whole. By encouraging employees to bring all aspects of themselves into work environments, Inclusion helps reduce turnover rates and attract top talent while making companies more innovative and productive with wide-ranging perspectives being brought in on projects or processes.
One of the hardest challenges is altering language used in your company, both internally and externally. Some terms that were once considered appropriate now seem insensitive; to truly embrace diversity in your workplace.
Understanding diversity, equity and inclusion is paramount; each must form part of any company’s overall strategy for success. That is why having passionate mid-level leaders who can act as intermediaries between management and their staff members is so crucial.
Resources
There are numerous resources available to organizations looking to develop and implement diversity equity and inclusion (DEI) initiatives, including the University of Washington’s DEI resources tool that makes it easy for faculty and students to access diversity-related topics. By having the appropriate resources in place, organizations can ensure they meet their DEI goals while creating a positive, inclusive culture.
Diversity and inclusion have an enormously positive effect on employee morale as well as business results. Studies show that companies with more diverse teams tend to be more innovative and make better decisions; having multiple perspectives helps employees approach problems from an altogether more holistic viewpoint, leading to innovative solutions and ultimately greater success for the company.
Establishing an inclusive company culture requires taking the time and making sure everyone has their voice heard, no matter their background or position. One way of doing this is creating a forum for employee feedback so the company can hear what its employees have to say or can listen in on potential areas for improvement through surveys on diversity and inclusion.
There are also various strategies organizations can implement to make their marketing and advertising more inclusive, such as using inclusive language, avoiding bias in job descriptions and making sure advertisements are accessible for all. Furthermore, several free and paid resources exist that help organizations design inclusive ads such as guides on inclusivity in marketing; video tutorials about making ads more inclusive; as well as an online resource dedicated to designing an inclusive ad.
As discussions around DEI continue to evolve, it’s essential that individuals and companies alike take time to think of ways they can support each other and be more inclusive within their communities. By doing this, we can make strides toward creating a world in which all people are respected for their individual differences and acknowledged.