Recently, organizations have seen an upsurge in roles and initiatives related to DEI; however, its language may be daunting for those new to this work.
Diversity, equity, inclusion and belonging are four of the four pillars that comprise cultural inclusion: Diversity without genuine inclusion can become tokenism; to truly belong requires an inclusive culture where all four components exist simultaneously.
Diversity
DEI professionals often hear the terms diversity, inclusion and belonging, yet many don’t realize there are distinct distinctions among them. Understanding these distinctions is essential to creating an inclusive workplace where all employees are included as much as possible.
Diversity refers to human differences of all kinds – race, gender, social class, national origin, age, religion, socioeconomic status, sexual orientation and physical abilities are just some examples – that exist between people. Diversity also encompasses social, educational and economic conditions as well as life experiences.
Inclusion refers to the practice of creating an environment in which all employees feel welcome at their place of employment, regardless of background and needs. Companies must break down barriers that stop individuals from fully participating in the workplace – be that through altering business operations or team dynamics; eliminating bias from employment practices through training sessions, hiring policies or cultural initiatives – in order to achieve inclusion.
Establishing an inclusive culture can be challenging for companies just starting out, especially when starting from scratch. Leaders must show the value of inclusion by being open and honest about their experiences, creating a safe space where employees can share their challenges and successes and help foster trust within the workplace, leading to an environment in which employees feel comfortable being vulnerable.
Diverse workforces are essential elements of high-performing organizations. Diverse employees promote better decision making, increased productivity and an edge in the marketplace; additionally they help attract and retain talent as 42% of job seekers indicate diversity as being important when making their decisions.
An organization’s success depends on their DEI being properly executed, which may take time but is essential to its survival. According to McKinsey’s study on gender and ethnic diversity, those with higher levels are 36% more profitable. Furthermore, those who foster strong sense of belonging within their organization tend to retain employees better and foster more innovative cultures. By including DEI within your organizational fabric you can foster an atmosphere open and welcoming to all employees, providing them with all of the tools needed to thrive at work.
Equity
Diversity, equity and inclusion are three values many organizations strive to inculcate within the workplace today. These ideals aim to support people from diverse backgrounds while making them feel they belong in their company.
While companies must embrace and promote diversity, it’s equally essential that they meet individual’s needs through policies, practices and programs. Diversity is not simply about making everyone feel welcomed – it also contributes to building stronger cultures overall.
Business organizations looking to thrive and compete need to prioritize diversity as an imperative. Research demonstrates that diverse teams tend to be more creative, innovative, and effective than homogenous ones; moreover, inclusive companies tend to experience higher employee retention rates – which benefits morale as well as finances.
Companies seeking to increase diversity within their workforce need to employ a diverse group of candidates and ensure they meet all of their needs by offering equal employment and advancement opportunities for everyone involved. The goal is for everyone to participate equally within a company, which means removing any potential barriers such as racism, sexism, ageism, tokenism sexual orientation neurodiversity etc from participation within its workforce.
Companies often make the mistake of placing too much emphasis on diversity first before considering equity; some have proposed changing to EIB to emphasize inclusion over diversity. Diversity may be necessary, but companies cannot achieve belonging without an equitable system in place that makes all employees feel valued and respected.
As workplace environments change, it is increasingly essential that businesses take an approach to DEI that incorporates all aspects of the work environment. DEI initiatives can boost morale and performance – something organizations of all sizes have noticed – becoming increasingly popular over time. Some even incorporate DEI initiatives into their environmental, social and governance (ESG) policies as a way of showing they care for the community they belong to.
Inclusion
Today’s society places great emphasis on inclusion. You may hear terms like diversity, equity, inclusion and belonging (DEIB) bandied around interchangeably; however, it’s essential that people understand how these four concepts differ. Inclusion is critical for an equitable, efficient and successful hiring process while contributing to employee morale and retention.
Inclusion refers to actions and philosophies that ensure employees feel valued, respected, and welcome at work. A company’s commitment to inclusivity allows all people – regardless of background or identity – to feel like part of the workplace community, regardless of leadership position. Activities which promote inclusion may include supporting employee resource groups and affinity communities as well as celebrating cultural diversity within curriculum materials or creating spaces where everyone feels comfortable.
Belonging is defined as the sense of attachment an individual feels toward a specific community or group, such as their work environment. Fostering belonging can be challenging without deliberate efforts and it takes more than listening to employees; to create an inclusive workplace culture where all types of employees, including contingent workers and those on nontraditional contracts feel welcomed is also crucial.
Focusing on diversity and inclusion (DEI) is crucial for businesses in today’s marketplace, according to research conducted by McKinsey. Businesses who prioritize diversity and inclusion outperform those that don’t by 35%. Organizations who utilize DEI also tend to be more profitable and experience greater revenue growth, making DEI an effective strategy for increasing your bottom line. Unfortunately, measuring how well you’re fulfilling on your DEI goals may prove challenging. Many companies rely on annual employee surveys for feedback, but these only scratch the surface and can lead to inaccurate data. Therefore, it is more effective for businesses to take ongoing steps and implement changes gradually – such as providing unconscious bias training courses and improving hiring practices & policies – with an aim of creating an inclusive culture that welcomes all types of individuals.
Belonging
Belonging is the final component of Diversity Equity Inclusion and Belonging (DEIB), and encompasses an employee feeling accepted, valued, heard and welcomed in the workplace. Feelings of belonging allow employees to feel safe bringing their authentic selves to work; an essential aspect for optimal performance. Belonging requires creating an environment which promotes psychological safety by eliminating microaggressions while developing empathetic listening skills as well as cultivating an environment of cooperation and mutual support between colleagues.
Establish a culture of diversity and inclusion (DEIB). Companies should provide training on DEIB for employees and managers alike; individuals can struggle to identify their own biases which impact how they view others. Furthermore, leaders should model DEIB behaviors by showing genuine interest in colleagues while showing that all voices matter.
Employees want to feel that they belong in the workplace, which requires that they see themselves represented within the organization. To achieve this goal, organizations should hire an inclusive workforce while treating all employees fairly and equally – providing access to resources and opportunities in equal measures for all.
Diversity, equity, inclusion, and belonging are essential aspects of business today. A McKinsey study showed that companies in the top quartile for diversity outperformed those in the bottom quartile by 36% – while increased productivity and greater job satisfaction can all result from a strong sense of belonging at work.
Implementing a culture of DEIB can be difficult, so the key is starting small and making steady improvements as time progresses. Companies should use data collection to identify barriers and opportunities for improvement by conducting regular surveys or focus groups with employees and gathering insights about their experiences and perspectives that will allow them to better understand challenges or opportunities necessary to foster DEIB cultures. By taking time and care in collecting and analyzing their collected information, companies can take the steps needed to develop an inclusive DEIB strategy that fosters employee belongingness.