Fake Diversity, Equity, and Inclusion statements that lack specific examples can turn off employees, candidates, and members of the public. When making DEI statements that lack this vital evidence of inclusivity initiatives and strategies.
Showing commitment to going beyond superficial promises and taking real actions demonstrates your inclusive mindset and holistic approach.
1. Be Specific
Diversity statements go beyond simple statements of beliefs; they should serve as an action plan for how your company will implement diversity principles. A strong diversity statement should demonstrate how your company plans on making a difference and measuring this success, outlining steps it will take towards its goals, holding itself accountable, etc. For instance, if your goal is decolonization of pedagogy you could explain that this requires including more voices into course readings/curricula rather than selecting solely from the traditional canon of readings/curricula/course readings/curricula rather than selecting readings solely from traditional canon.
When writing your diversity statement, it’s essential that the language be welcoming, celebratory, innovative, equitable and individualistic in tone – this language will set a positive atmosphere within your company as it helps attract employees who value inclusion and diversity.
Data and metrics can also help your diversity statement demonstrate the success of your company, such as hiring, retention and key metrics like percentage of women, minorities and people with disabilities employed at your business. Using such data reveals effectiveness of initiatives implemented as well as areas for potential improvement.
If you need assistance getting started with your diversity statement, solicit feedback from staff members. Employees have firsthand experience of how diversity impacts their community and may provide valuable insight on how your company can better promote inclusion within its workplace. Furthermore, reach out to students from underrepresented communities for their input as well.
Once your diversity statement is completed, it is crucial that it is published online and in other company materials. Link it directly in the “About Us” section or publish a separate page dedicated to diversity to demonstrate to potential employees that your company truly values inclusivity and is committed to making an impactful impact in society.
2. Be Specific About Your Goals
Effective diversity statements provide definitions of equity, inclusion and belonging (EDIB) within their culture; connect those definitions to their mission, vision and values; demonstrate what living those goals looks like through research, teaching and service activities; as well as tie in back into overall business strategies – examples include Workday, Target and LEGO Group.
Search committees often request statements from applicants applying to academic jobs that outline how the applicant would contribute to making the university or college more inclusive and equitable. This can provide an excellent opportunity to discuss how your experiences with marginalized populations have informed your understanding of all perspectives within your field; or discuss how that experience has informed your perspective and motivated commitment towards diversity, equity and inclusion.
Notably, while your personal statement can provide a space for you to discuss your identities and experiences, search committees want to hear how you have made your scholarly communities more inclusive by including diverse voices into research, coursework and scholarship projects or how you intend to do so in the future.
That is why it is critical to be specific when outlining your goals. Vague or generalized statements may lack credibility with search committee members, who may perceive your statement as repeating what they’ve heard from other candidates or colleagues and become skeptical of your commitment to inclusivity. If you need assistance crafting your statement, speaking with department chairs, faculty mentors and trusted peers may prove invaluable; having multiple people read over drafts may also offer important feedback.
3. Be Specific About Your Actions
As more academic jobs require DEI statements as part of their application materials, you have an opportunity to outline your plans to promote equity, inclusion and belonging within research, teaching and service communities. Your statement should demonstrate how you live out these values rather than simply proclaim them.
Instead of just offering generalized statements about diversity, your statement should include specific examples of how your work has contributed to creating a more inclusive academic community for both your students and colleagues. You could outline steps taken by you or colleagues to decenter privileged voices while amplifying marginalized ones (see this great example of diversity statement for reference).
The best diversity statements outline what it means to support marginalized groups, in particular how these individuals are affected by systems of oppression and their contributions to the overall social fabric. Such details set you apart from candidates who offer only vague or generalized concepts about how they’ll support a diverse workplace environment.
Provide details regarding how you intend to implement your commitments to diversity and inclusion. For instance, describe any training programs you’ve offered employees or students on topics like communication, feedback and dispute resolution; additionally mention any initiatives launched to increase diversity such as diversity councils or affinity groups.
Diverse statements should emphasize your company’s mission and values while simultaneously emphasizing diversity initiatives like DEI; Workday and Target have done this particularly well in their diversity statements.
Consider whether to disclose any of your identities when writing your diversity statement. This choice depends on personal comfort level and specific context; but remember that disclosure may not always be necessary – you can still act as an inclusive model even if you choose not to reveal certain aspects about yourself.
4. Be Specific About Your Measures
Strong diversity statements provide your definitions of equity, diversity and inclusion and how your research, teaching and service projects actualize them. Instead of listing goals alone, the best DEI statements also include concrete action plans with accountability metrics and timelines to meet them.
If you are writing your statement as part of an application for employment, the institution’s departmental or graduate program guidelines will help set an appropriate tone and length of statements. As a rule of thumb, avoid discussing politically charged topics or personal viewpoints that might make others feel uneasy; instead focus on ways your work promotes scholarly inclusion including how it will ensure minoritized students are supported in your classroom and that its scholarship meets needs of underserved communities.
One effective strategy for developing ideas is researching the EDI initiatives of institutions where you want to seek employment. Browse department and college websites where the hiring managers reside to learn more about their EDI challenges and goals – then brainstorm how you could address those difficulties by contributing your talents towards those efforts.
As you consider your DEI plans, take note of how they will impact both internal and external stakeholders – not only employees but also communities, clients and suppliers. For example, if the goal of your training programs is to be inclusive for employees as a whole then be sure to describe how this training will resonate with them while providing practical skills they can take with them when leaving your company.
Make sure your goals for EDI are measurable and achievable before setting ambitious but unachievable pledges that could set back progress and cause disillusionment among employees. In addition to setting reasonable goals, clearly state how you will monitor progress toward them as well as whether or not outside observers will evaluate results of efforts made towards them. EDI goals should also reflect your organization’s mission and values in their approach and implementation.