Companies with robust DEI initiatives boast higher employee retention and profitability rates, in part because of increased staff retention rates. But it takes more than hiring and promotion; organizations must build a culture which prioritizes diversity, equity and inclusion.
What does that look like in practice? Embracing inclusion requires offering support groups and employee networks.
Equity
Equity refers to ensuring everyone in the workplace has equal access to opportunities and advancement, including women and minorities reaching management positions. Furthermore, it aims to prevent bias such as unconscious bias that prevents individuals from having equal chances of succeeding in their careers.
It’s essential for leaders to recognize that diversity, equity and inclusion are only part of the solution when addressing workplace problems. While organizations may hire diverse employees, their efforts will likely fall short without also addressing systemic and cultural obstacles to success that prevent their efforts from bearing fruit. Thus it’s imperative for leaders to understand and appreciate diversity as part of a solution for success in the workplace.
Businesses often struggle to implement an inclusive diversity and inclusion (DEI) strategy that has the greatest effect on their employees. A common misstep is relying exclusively on hiring more diverse races, genders, viewpoints and sexual orientations; although this step should certainly be taken, it alone won’t suffice; policies and practices must also be put in place that support success for these employees in the workplace so they feel like part of it all.
Though this approach to Diversity & Equal Inclusion (DEI) might seem obvious, leadership must ensure they have their support for such initiatives. Furthermore, employee resource groups (ERGs) should align themselves with executive sponsors who can educate leadership about its benefits.
As leaders, it is vitally important that they recognize that achieving equality in the workplace is no easy feat, which is why leaders must research its history and be ready to hold difficult conversations about needing more equity culture in their organization. By prioritizing DEI initiatives in their workplace environment, organizations can create more productive and innovative environments where everyone feels valued and included – ultimately leading to improved business results and outcomes. For more information about how you can achieve equality at your organization download our latest perspective paper “Advancing DEI Initiatives.”
Inclusion
Inclusion is an element of diversity equity that goes beyond simply hiring from various groups; rather, inclusion refers to creating an environment in which employees feel welcome and their unique perspectives valued by your organization. According to research, companies that place greater focus on diversity and inclusion experience increased financial performance, greater employee retention rates, higher productivity levels and improved bottom lines as a result of such initiatives.
In order to foster an environment where all employees feel included, organizations must be open to feedback and take measures that allow employees to express themselves freely and be themselves at work. Many organizations have implemented Employee Resource Groups or even gone so far as allowing employees to use any name they choose instead of legal ones; such initiatives help people feel like they belong, which in turn boost engagement and morale in the workplace.
Inclusivity refers to ensuring all employees have equal access to opportunities and resources in the workplace, regardless of race, ethnicity, physical ability, gender identity, sexual orientation, religion or age. Companies should strive to be transparent about their hiring practices as well as providing training to leaders about how best to support employees who come from marginalized backgrounds; policies and procedures must also be flexible enough to accommodate those employees who require special accommodations – which is especially relevant when working within minority or underrepresented groups within an organization.
Establishing a diverse and inclusive workplace may not be simple, but it’s crucial for business success. A diverse workforce can help your company innovate more rapidly while solving complex problems more quickly; additionally it will attract and retain top talent – increasing profitability and competitiveness in the market – as well as having a positive impact on brand image by drawing in wider customer bases.
Belonging
Not too long ago, business leaders were reluctant to discuss diversity, equity and inclusion (DEI). Today, DEI is in the limelight due to its proven impact on employee engagement and performance. One key to DEI success is belonging; studies show that employees who feel part of their employer’s family tend to be more productive while having greater intent of staying.
Belonging is the result of conscious efforts to celebrate diversity, treat individuals equitably and promote inclusion. While most companies focus on hiring diverse teams, this alone won’t create an inclusive workplace culture – belonging also depends on what leaders foster in terms of culture. Leaders must be vulnerable enough to share personal stories while supporting individuals for who they are as unique individuals – they also must ensure all team members receive opportunities for advancement without discrimination due to background.
Lack of belonging can result from everyday slights and biases that stem from discrimination or prejudice; often overlooked by leadership and leading to feelings of exclusion. To combat this situation effectively, encourage an environment that fosters openness, transparency, and encourages feedback.
Leaders should conduct training on unconscious bias and how it impacts decision-making, and create a safe space where employees can discuss these topics in groups. In addition, leadership teams must set an example by modeling behaviors they expect of their workforce members.
Another way to foster an employee sense of belonging is by providing opportunities for employees to discover their “tribe.” This could take the form of affinity or employee resource groups; such groups enable employees to connect based on shared interests and needs – this should include contract workers and contingent staff as well.
Companies must demonstrate to all their employees that they care for their wellbeing by offering flexible scheduling, emotional wellness programs, and personalized tokens of appreciation. By making these investments, organizations will foster an environment in which employees feel like part of a meaningful team culture.
Measurement
Diversity, equity and inclusion (DEI) has gained considerable momentum in business for good reason. Research shows it leads to improved morale and productivity as well as higher profits. Furthermore, an inclusive workplace promotes more equitable working conditions while encouraging collaboration among teams of people with unique experiences, perspectives, and opinions.
As with any goal, DEI efforts need to be measured in order to be evaluated accurately. This can be accomplished using various metrics – quantitative and qualitative alike. Quantitative information may be collected through tracking demographic variables like gender, race and age or by conducting in-depth employee experience surveys.
An effective measurement plan should be established in order to guide an organization in their pursuit of an inclusive workplace. This should include identifying key areas to measure as well as methods for collecting relevant data. Furthermore, it may be beneficial to set targets or benchmarks which will serve as references in future measurements.
Companies should assess how successfully their DEI practices are working by tracking demographic data and measuring how employee Net Promoter Scores across various demographic groups reflect this data. One effective method for doing this would be looking at employee NPS through a diversity lens – measuring whether certain groups are more or less likely to recommend the company compared with others.
Evaluating an inclusive workplace is the final element of an effective DEI measurement strategy, and can be difficult without directly asking employees about their feedback; however, by watching how companies treat their employees and looking through a diversity lens to assess its culture – for instance whether there’s an Employee Resource Group specifically for women that’s active; taking advantage of opportunities to celebrate cultural holidays such as festivals of diversity; accommodating disability-related holidays etc – can give us some indication.
Businesses can implement an effective DEI framework to ensure their employees are being treated equally regardless of demographic background and experiencing equal opportunities, providing employees with a sense of belonging that contributes to increased productivity and morale.