Diversity, equity and inclusion (DEI) refers to efforts aimed at providing all employees the same chance to thrive at work despite differences in backgrounds, identities and abilities. To do this effectively requires acknowledging these unique qualities as employees strive to excel within their workplace environments.
Businesses must go beyond simply offering positive statements by showing how their DEI statement is alive through initiatives and practices. Here are nine examples to get you started.
1. Diversity in Leadership
While many companies prioritize diversity when hiring employees, this doesn’t always translate to leadership levels. Employees from traditionally underrepresented groups don’t often receive the support and mentoring necessary to take on leadership roles or advance within their career – often leaving for another company where their contributions are appreciated.
An inclusive leadership team can foster an environment in the organization where employees feel welcome to express their opinions freely. Furthermore, such leadership may create safe spaces where negative or offensive behaviors can be reported immediately so as to stop further spread of issues.
When setting DEI goals, leaders must set specific targets rather than making vague statements of intention. This includes providing clear definitions of what it means to lead with diversity. Furthermore, it should become part of your organizational strategy and shared publicly so everyone understands your intentions.
2. Pay Equity
Equal pay for similar jobs is a cornerstone of diversity, equity and inclusion. This means establishing pay that reflects factors related to skills, effort, accountability and working conditions rather than on gender or other protected categories (such as race or ethnicity).
Employers can combat wage discrimination by prohibiting employers from inquiring into employees’ salary histories to prevent discrimination, and conducting regular pay equity studies. Some states and cities have passed laws mandating this research while the federal government enforces equal employment opportunity rules via annual EEO-1 reporting.
Your company’s DEI goals should reflect its mission and values in order to demonstrate your dedication to inclusion. Doing this also allows your employees, candidates, customers and other stakeholders to see that you’re taking inclusion seriously while simultaneously showing any areas where significant progress has been made – something particularly compelling to potential candidates who may have witnessed other organizations struggle with similar efforts in the past.
3. Developing Talent from Underrepresented Groups
Diversity, equity and inclusion (DEI) experts and activists tend to use specific terminology when communicating the purpose of their work; newcomers to this field may find this terminology confusing; an effective way for those new to DEI initiatives to make sense of all this terminology is using real-life examples of how DEI initiatives impact people’s lives.
Recruitment of a diverse workforce is just the first step – but creating an inclusive culture where employees from underrepresented groups thrive post-hiring is another. That means providing them with sustained support, opportunities, and an environment in which they feel like part of something greater than themselves.
To achieve this goal, create a clear Diversity and Inclusion mission statement that aligns with your company values. Next, implement structures like employee resource groups that foster affinity connections between minority employees and management representatives as a model of growth trajectories available to minority next-generation talent. Finally, institute processes that ensure equal play by using interview training techniques to reduce unconscious bias as part of hiring procedures and including skills assessments during hiring processes.
4. Inclusion in the Workplace
Workplace inclusion refers to creating a supportive work environment in which employees feel valued and connected with their employer, by honoring differences while respecting unique values and abilities of all individuals in a safe setting that doesn’t tolerate discrimination and fosters open dialogue between coworkers.
Inclusion can take many forms, from diversity training and salary transparency programs to encouraging employee resource groups (ERGs) that center around shared identities. It may even encompass flexible work hours or honoring cultural holidays.
Businesses rely on having an inclusive workforce for innovation and creativity. A diverse workforce represents more authentically the customers they serve while better meeting diverse population needs. Gender diverse companies tend to outperform those that don’t; to maximize your workforce performance you should implement an inclusive DEI program which goes beyond mere bias reduction.
5. Accessibility in the Workplace
People with disabilities need to feel secure at work, with access to all resources they require for a fulfilling career experience. This requires designing their office environment with accessibility in mind–including physical layout, accessibility of adaptive technology and flexible work policies.
Implementing training sessions and educational workshops to teach employees how to effectively interact with those living with disabilities can help mitigate issues that are potentially discriminatory and foster a more inclusive atmosphere. Donating money or providing volunteers for programs like IBM’s Skills Build are also effective means by which organizations can show their dedication to inclusion.
Although some organizations place greater importance on diversity than others, all companies benefit from an inclusive workplace. By welcoming diverse races, genders, viewpoints and abilities into their workforces, organizations can better meet customers needs while simultaneously attracting top talent that will remain loyal long-term.
6. Employee Engagement
Employee engagement refers to employees being satisfied with their jobs, committed to their company values and feeling as though they can give their best effort in work. Fully engaged employees tend to be more open to discussions around diversity, equity and inclusion (DEI), more compassionate toward colleagues from diverse backgrounds and less likely to discriminate or exclude others.
Some employees report that their workplace prioritizes DEI by providing various measures, including trainings on unconscious bias or cultural competency (31%), ways for employees to see salary ranges for other positions (27%), and affinity/ERG groups created by employees based on shared identities like gender (26%). A similar proportion also report their employer recognizes situations that require unique accommodations due to physical abilities, socioeconomic status or religious beliefs (11%). A smaller share (28%) report having staff dedicated solely to DEI promotion in their workplace.
7. Inclusion in the Boardroom
Inclusivity in the boardroom is critical to ensure all perspectives are taken into account during decision making. By creating an inclusive culture, boards can unlock their members’ full potential and ensure all voices are heard – leading to better decisions, greater market understanding, and greater innovation.
Boards can foster an inclusive culture by prioritizing diversity during their recruitment processes. By including demographically diverse candidates and employing interview techniques that focus on skills rather than personality traits, boards can ensure their recruitment process is truly inclusive.
Resourcing diverse sources for talent recruitment, encouraging current board members to sponsor or mentor emerging leaders from underrepresented groups, and partnering with organisations that focus on gender equality and ethnic diversity are also effective approaches to diversity management. Finally, boards should remain transparent regarding their progress with diversity initiatives while regularly assessing whether current strategies are reaching inclusion goals.
8. Inclusion in the Marketing Department
Effective inclusion marketing requires an intentional attention to diversity of the audience you’re targeting, from images and messaging on websites to consideration of people with differing abilities ensuring content can be easily accessible for everyone.
Writing specifically for those who are blind, employing voice-to-text software for those who are deaf, and including accessibility features in products are all ways you can contribute. Furthermore, gendered language must also be avoided and you should consider how using terms like “you guys” could have an adverse impact on female viewers who may find the term less relatable.
Inclusive marketing doesn’t need to be separate from your existing strategy – simply focus on these nine areas of inclusivity for an approachable brand experience that welcomes all kinds of people.
9. Inclusion in the Boardroom
A company’s boardroom is an invaluable source of ideas, perspectives, and experiences that contribute to its success. Diversity, equity and inclusion (DEI) initiatives should be an integral component of its strategic plan; boards that embrace inclusivity will enjoy many advantages over those that don’t, including improved decision-making processes and stronger bonds among board members.
Promoting boardroom diversity requires taking both demographic and non-demographic factors into account. Demographic diversity refers to representation of various gender, age, ethnic and racial groups on the board; non-demographic diversity includes cognitive styles, problem solving approaches, educational backgrounds and life experiences that define an ideal board environment.
Many boards are placing great emphasis on recruiting demographically diverse directors; however, it’s also crucial that individuals recruited are chosen because they will bring something extra to the boardroom rather than simply to check off diversity boxes. Therefore, conducting an in-depth assessment of candidates’ skills, personalities and perspectives prior to making hiring decisions will ensure the boardroom truly reflects the stakeholders it represents.