Diversity, equity and inclusion raise many questions; this glossary serves to facilitate dialogue and build an accessible language of understanding between all parties involved.
Diversity can be beneficial to companies and their employees; however, without an emphasis on inclusivity it can actually prove counterproductive.
Diversity
When discussing diversity, equity and inclusion (DEI), it’s essential that people understand exactly what these terms entail. Otherwise they could misunderstand or be turned off by DEI altogether and its goals.
Diversity refers to all the ways humans differ, from race and ethnicity to sexual orientation and age; diversity also encompasses religion/spirituality/spiritual practice as well as socioeconomic status.
Fostering workplace diversity may be challenging to measure and identify, but there are numerous strategies available to companies to promote it. Some ways include providing training on unconscious bias, creating employee resource groups and passing policies to guarantee equal opportunities for all employees. Companies may also encourage diversity by hiring more diverse candidates and promoting them internally.
Inclusion goes beyond diversity by considering how each employee feels within an organization and whether they feel they belong. This means ensuring all employees can bring their whole selves to work and that their unique differences are accepted and valued; inclusion also involves how businesses interact with customers and the community at large, such as creating spaces for religious or spiritual practice and using inclusive language when collaborating – like using correct pronouns when speaking.
Businesses should embrace diversity, equity and inclusion because this shows they’re committed to giving equal opportunities to everyone. This makes the business more appealing as an employer to potential employees while contributing to improved business results like increased productivity and innovation – not to mention doing the right thing by upholding diversity standards and values.
People from underrepresented groups can feel discouraged by a lack of diversity in the workforce, so having more diverse leaders may provide them with a sense of belonging and belongingness. A board with diverse directors can also show that your company values diversity.
Economically speaking, diversity and inclusion can save businesses money. Numerous studies have demonstrated this effect as companies with more diverse teams perform better and experience lower turnover rates due to different perspectives being brought from various backgrounds into the workplace. Diversity also helps companies reach a wider range of consumers who may require their products/services.
Equity
Diversity, equity and inclusion is built around the belief that everyone deserves equal chances to flourish and succeed. DEI recognizes there may be certain groups who experience difficulty accessing resources or progressing within a workplace due to their background or identity; its goal is therefore to provide these underrepresented groups with resources necessary for them to overcome any hurdles they encounter in doing so.
Diversity encompasses an array of characteristics, such as age, ethnicity, gender, sexual orientation, nationality, religion and education. While diversity forms the core of DEI initiatives, it should not be confused with equality as the latter implies treating everyone equally while the former takes into account unique circumstances of groups and distributes resources more fairly for them.
Inclusion is the final piece of the triad and refers to making everyone feel they belong in a company. Inclusion means providing employees with support and resources they require in order to reach their full potential, and encouraging a culture that values differences while respecting and appreciating differences; an inclusive company might, for instance, implement a mentoring program specifically targeting minority employees – such as pairing them up with more senior leaders who share similar backgrounds or experiences.
Businesses should strive for an inclusive workforce as it benefits both themselves and their customers. A diverse workforce provides more innovative solutions to problems while setting your business apart from competitors and drawing in top talent.
According to a 2022 Built In survey, nearly three-quarters of workers rank it as extremely or very important for them to work at companies that emphasize diversity, equity and inclusion initiatives. This sentiment is especially prevalent among Black Indigenous People of Color workers (BIPOC), who tend to consider such initiatives when considering whether to accept job offers.
Inclusion
People involved with diversity, equity and inclusion (DEI) often use terms and phrases that can be unfamiliar or overwhelming for those just entering this area of work. DEI encompasses many different aspects of diversity – race, sex, gender, religion, sexual orientation socioeconomic status etc – which all combine to form what makes each person different.
First step to creating an inclusive workplace is acknowledging differences exist and then creating a space that values them – this may include Slack groups, events and educational opportunities where employees can share experiences to break down barriers and stereotypes, creating more diverse viewpoints among employees. Furthermore, an inclusive workplace culture should allow all people to bring themselves fully and feel valued by employers.
An absence of inclusion can result in inequity, which occurs when one group has more access to resources than another group. This could be the result of discrimination or implicit bias as well as lack of awareness, so it is crucial that we dedicate sufficient time for education and training regarding diversity, equity and inclusion.
One way to increase inclusion is prioritizing equity in your Diversity & Inclusion initiatives. Instead of recruiting diverse talent purely to meet quotas, instead hire those who will bring value to your organization – this helps avoid tokenism which occurs when companies hire from underrepresented groups in order to show they support them.
An inclusive culture can also help companies compete more successfully in the marketplace. According to research conducted by McKinsey, companies that employ more women in top leadership positions are 35% more profitable than their counterparts who don’t. Such environments also help attract and retain more talent as well as customers from diverse backgrounds.
Diversity and inclusion also bring many other advantages, including innovation and creativity, which are enhanced when having multiple perspectives present in the workplace. Furthermore, research has proven that diversity improves decision-making processes by providing more ideas for solutions than previously existed within teams.
Unconscious Bias
Unconscious bias is an integral component of Diversity, Equity and Inclusion (DEI). It refers to preconceived stereotypes about people that affect our attitudes, behaviors and decisions without necessarily being conscious. DEI works to combat such stereotypes in order to foster an inclusive workplace environment.
Unconscious biases are formed from society influences, personal experiences and media portrayals; these unconscious beliefs influence how we see different groups of people and our understanding of them – which in turn results in unfair treatment or limited opportunities for some groups. Examples include racial, gender and age bias as well as affinity bias (when individuals favor people like themselves over diversity in the workplace) or confirmation bias – when we seek out information that confirms existing beliefs resulting in biased hiring and promotional practices.
DEI seeks to address these biases by offering training and awareness around them, and by helping employees to recognize and mitigate biases in their daily work practices by engaging in open dialogue about them. Furthermore, its mission includes finding ways to increase diversity within workplace environments – from hiring employees with diverse backgrounds and abilities, through to making sure everyone feels welcomed and appreciated at work.
Due to several high-profile incidents, companies have rapidly implemented unconscious bias training programs. Though popular, much work remains to be done on improving the efficacy of such initiatives.
Unconscious bias training is a vital element of any business’s inclusion efforts, but it should only be undertaken as part of an overall plan to meet business-wide inclusion goals.
By making sure that your business is diverse, equitable, and inclusive, you can create an environment in which employees feel welcome to be their best selves – which in turn enables your company to produce better products and services that attract a broader range of customers – as well as gain more of an insight into customers’ experiences and needs, ultimately leading to increased success for your enterprise.