Are You Suspicious of Systemic Inequality or the Presumption that Certain Groups Confer Privilege? Debating such ideas requires having an open mind and accepting that intellectual flexibility allows for multiple viewpoints to emerge.
An equity and inclusion statement allows you to discuss what work has been completed so far and how you’re planning to prioritize inclusivity within classrooms, research projects and disciplinary/university services in the future.
What is a DEI statement?
Diversity Equity and Inclusion (DEI) statements provide an overview of your values and experiences relating to DEI in academic or research communities. More and more institutions are asking applicants for these statements in job applications – though many questions may be specific to the institution in question, the greater focus should always be on making learning, research, and work environments more inclusive for all.
Dependent upon the institution, DEI statements can also serve as part of a diversity and inclusion plan, which serves as a strategic document that guides an organization toward becoming more diverse, equitable, and inclusive. A plan typically contains objectives and metrics for measuring progress as well as creating lasting change by embedding DEI strategies and culture into core business strategies and cultures.
Writing a DEI statement, it’s best to be authentic and transparent. For instance, if your goals for DEI have fallen short of expectations, there’s nothing wrong with acknowledging this in your statement as long as a plan exists on how you intend to improve moving forward.
Another key part of a DEI statement is tying it back to your company’s mission and values. Nike and LEGO Group both feature DEI statements clearly connected to one of their values – “Inspire and Enable People to Achieve More.” This ensures employees know exactly what’s expected of them while still allowing personal passions to guide their actions at work.
Though some individuals disclose their identities in their DEI statement, it’s ultimately your choice whether or not to do so. If you decide to do so, be sure to discuss how these identities have influenced your work and any lessons learned from them – for instance if you identify as being of African-American heritage you could discuss how your experiences with racial inequality has led you to want to mentor students from marginalized communities so that they may thrive within your field.
How do I write a DEI statement?
DEI statements can be an effective tool for both recruiting new faculty members and retaining current ones. Faculty candidates using their statements during interview processes can use them to demonstrate how they have implemented diversity and inclusion into their research, teaching and future plans; additionally they can use these statements to show organizations they prioritize these values by taking them seriously.
When crafting a Diversity, Equity and Inclusion statement (DEI statement), it’s essential that candidates use authentic language and avoid vague phrases that send the wrong signal about how serious or capable they are of making their workplace more inclusive. Furthermore, hiring committees are less likely to rank candidates with vague statements highly.
DEI statements should be clear and comprehensive in their representation of diversity, equity and inclusion – outlining all experiences related to them in terms of education. They can cover anything from how the candidate made classroom or laboratory more welcoming for students from marginalized backgrounds to mentoring opportunities they pursued – as well as more complex issues such as social injustice impacting individuals’ sense of belonging in communities.
DEI statements should align with a candidate’s company mission and vision statements. Businesses that prioritize DEI efforts can help employees from underrepresented communities feel valued by their organization – which will ultimately help achieve business goals while creating a positive culture within it.
As it demonstrates the unique characteristics of their organization, a candidate’s DEI statement should include all its specific elements – such as Spotify, LEGO and Adobe examples) or by including elements from it such as Nike and T-Mobile – into its statement. A powerful DEI statement shows a candidate has an understanding of how to make their workplace more inclusive while acting upon this understanding in an active and thoughtful manner.
What should I include in my DEI statement?
As part of your DEI statement, it is crucial that you demonstrate rather than inform. Simply listing diversity values or discussing past experiences aren’t enough; show how you are working toward inclusion with future goals in mind. Have you initiated initiatives to foster diversity, equity, and inclusion within academic communities? Do you plan to continue or amplify these efforts? Have you mentored students from marginalized communities? And how does your racial identity inform the way in which you engage with conversations about marginalized topics within your discipline?
Begin your statement by including a clear and concise overview. Incorporate any details that might be pertinent, like data on DEI initiatives like how many women leadership positions exist within an organization or how much money has been spent with diverse suppliers; this will add credibility to your statement.
Be sure your DEI statement ties back into the mission and values of your organization to demonstrate your dedication while aligning all initiatives with wider organizational objectives.
Be mindful that your perceptions about diversity, equity and inclusion may change over time; your DEI statement should remain a living document that can be updated as your ideas and priorities evolve. For example, if research uncovers information that reinforces the need to ensure all employees feel they belong at work, it would be appropriate to incorporate this new data into your DEI statement to ensure initiatives are as successful as possible and truly beneficial for all members of the university community.
What should I avoid in my DEI statement?
An inadequate DEI statement can demonstrate an absence of commitment to creating an inclusive culture and respect. Furthermore, it can demonstrate an inability to comprehend the challenges experienced by members from underrepresented groups or perspectives; which in turn has an adverse effect on an organization’s reputation and business outcomes.
To avoid common missteps when writing a DEI statement, it is crucial to take note of these tips when creating one.
An effective DEI statement must align with an organization’s core values in order to avoid seeing diversity and inclusion as separate initiatives from other business priorities.
Additionally, when writing a DEI statement it is crucial to avoid using overly-simplified language that appears unnatural or cause confusion amongst readers. Furthermore, offensive or insulting language such as gendered terminology or that which may be considered ableist or culturally insensitive should also be avoided in order to appear authentic and persuasive.
Finaly, it is key that individuals present a plan on how they plan to continue their efforts into the future. This could take the form of a specific project or initiative designed to further their knowledge on topics related to diversity, equity, and inclusion; or alternatively by participating in trainings and workshops designed to deepen skillset and understanding in these topics.
As today’s sociopolitical climate dictates, organizations need to demonstrate an unwavering commitment to diversity, equity, and inclusion (DEI). By creating an extensive DEI statement that guides their business practices, businesses can ensure they meet all employees needs effectively.
An effective DEI statement can be an essential element of an application for employment or fellowship. By sharing relevant experiences in their statement, candidates can demonstrate that they value diversity, equity, and inclusion both professionally and personally. By taking time and care in crafting an authentic statement they increase their chances of being considered for the position in question.