Diversity, equity and inclusion (DEI) discussions are expansive. To ensure everyone can be heard equally, a common language and vocabulary are essential in avoiding miscommunication and misinterpretations of ideas and statements made within DEI discussions.
Let’s dissect each word to form a working definition of DEI for your organization and form the basis of its strategy.
Inclusion
Diversity equity and inclusion is a journey many organizations must undertake, with employees needing tools and resources to navigate changes successfully, while organizations should recognize these initiatives are always evolving; to foster an inclusive culture it is crucial that they regularly review progress made against identified challenges and make any necessary adjustments accordingly.
When businesses decide to launch diversity and inclusion initiatives, they usually appoint someone – often known as a champion – who cares deeply for this cause either due to lived experience or commitment. When extra responsibilities are asked of these champions without compensation being added in return, this can create inequity within an organization and impact their ability to focus on priorities of their job and foster an optimal work environment.
Inclusion is a comprehensive approach that seeks to recognize and celebrate differences within the workplace. It strives to make all individuals feel like they belong at work while appreciating their uniqueness; creating an environment in which all feel safe enough to express themselves freely and show off their differences.
Companies that embrace diversity, equity and inclusion are better equipped to attract talent and meet business objectives. Such businesses tend to enjoy higher employee morale and productivity; lower absenteeism rates; less employee turnover rates; as well as being innovative and having greater competitive advantages.
Listening to employees is the key to accurately measuring your company’s diversity, equity and inclusion efforts. Employee surveys provide invaluable insights into employee perceptions of company culture, workplace biases and career progression – as well as trends or areas for improvement that employee survey data may reveal.
As workplace diversity and inclusivity increase, more individuals are opting to work at companies that acknowledge their differences. Indeed, three-fourths of job seekers and employees consider Diversity Equality Inclusion (DEI) when selecting employers – this could have an indirect impact on employee retention as studies show employees who feel included are happier at their jobs and likely to remain with their companies longer than those who don’t feel included.
Equity
Equity is the third element of DEI triangle and refers to making sure all employees are treated equally in hiring, promotion and other company policies. Companies that focus solely on diversity without understanding equity risk excluding certain groups from their workforces while not realizing maximum results from them.
Equity is often confused with diversity and inclusion; however, these terms should not be seen as synonymous. Equality seeks to equalize benefits across all groups; equity focuses on eliminating any barriers that prevent people from participating.
When companies discuss diversity, inclusion and equity within the workplace, it’s crucial that they determine what order makes sense for them. Some organizations prefer spelling out “IDE/EDI,” emphasizing inclusion and equity before diversity initiatives are initiated; other prefer placing diversity first by prioritizing recruitment of different races, genders, viewpoints and sexual orientation before adding inclusion/equity initiatives.
Inclusivity and equity are vital elements to the success of your organization, as diverse perspectives provide an edge when problem-solving and brainstorming creative solutions. Different life experiences provide employees with new ways of looking at things – making their work more efficient overall.
Businesses committed to cultivating a diverse and inclusive work culture will see engaged employees that help drive better business results. A diverse and inclusive work environment is also an invaluable marketing asset that allows companies to attract customers while also showing they’re socially responsible.
Employee Resource Groups (ERGs) can be an excellent way to facilitate discussions around diversity, equity and inclusion at your workplace. In this webinar, three purpose-driven organizations share their strategies for hosting these discussions while equipping their members as advocates for change.
Diversity
Diversity refers to similarities and differences among people, including age, gender, disability, ethnicity, national origin, religion, sexual orientation education work experience values etc. People frequently identify with multiple groups; allegiances and perceptions change over time; diversity encompasses both the number of groups an enterprise represents as well as how these groups are treated with regards to access opportunities promotion pay etc.
Diversity initiatives seek to create an environment in the workplace which values diversity of perspectives and experiences from its employees in order to better meet customers, communities and employees’ needs. Many businesses are taking steps to diversify their workforce through flexible working arrangements, providing assistance during periods of change or sharing cultural events and practices among colleagues.
Inclusion on the other hand means making sure everyone feels valued and welcome at work, regardless of background or experience. It means creating an inclusive culture where every employee feels welcomed to contribute their best ideas – this also involves addressing microaggressions, discrimination and lack of belonging issues that might arise.
To create a truly inclusive culture, it is crucial that you understand how all these concepts interrelate. Unfortunately, sometimes their terms become mixed up in larger acronyms that may be difficult to decipher; as the field of diversity, equity and inclusion continues to expand, there can often be much confusion as to exactly what each term signifies.
Establishing clear definitions for these terms will give your team a shared understanding of what they’re discussing. Also consider which order would make the most sense – for instance should “equity” come before “diversity,” or after? Using either DEI, EDI, or something different altogether?
Once your team understands the meaning of these terms, it’s time to get to work. Begin by setting goals for your diversity and inclusion strategy before considering which actions can help achieve these targets.
Strategic Planning
An effective Diversity, Equity and Inclusion (DEI) strategic plan serves as the driving force that guides an organization toward its overall goals while creating an harmonious workplace culture. A good DEI plan should go beyond HR departments; rather it should permeate every part of a business that impacts culture.
Setting goals and objectives that support DEI begins with setting measurable goals and objectives. Goals should be forward looking (think several years out), data-based, specific, realistic, and aspirational. One agricultural company set the goal of gender parity among its leaders by 2030, but their leaders soon realized this target would require hiring 80 percent more women than currently exists – thus revising it to 50 percent instead.
Step two involves ensuring accountability and transparency, by setting quantifiable metrics to measure progress and identify any roadblocks to change that need addressing. Leaders should take ownership for leading by example and take pride in owning their role in driving change themselves; finally employees should have opportunities to participate in shaping DEI initiatives of their own accord.
Companies that invest in creating and executing an effective DEI strategic plan can reap numerous advantages. Not only will it foster a healthy work environment, but it could also increase performance, revenue growth and employee satisfaction.
An effective DEI strategy has the power to transform an entire organization. It can promote inclusion for everyone regardless of background or viewpoint and empower employees to express themselves authentically – leading to higher productivity and innovation within an organization.
Are you curious to gain more information on implementing a diversity, equity and inclusion (DEI) strategy in your organization? Set up a discovery call with Charlotte, an experienced professional whose specialty lies in building diverse and inclusive leadership teams within organizations. She can assist in the development of an inclusive business culture which drives growth, profitability and customer engagement.