Diversity, equity inclusion and belonging (DEIB) should be an organizational priority because it’s both right and profitable – research from McKinsey showed that companies with more diverse leadership teams tend to be more profitable.
Employee morale and retention depend on a sense of belonging in the workplace, so HR leaders should prioritize creating a culture of belonging by taking steps such as:
Creating a Culture of Belonging
Many HR professionals have become acquainted with the inspiring three-letter acronym DEI (Diversity, Equity and Inclusion) recently; however, one letter must also be added: Belonging. Belonging describes what employees feel when their work means something meaningful to them personally and professionally.
Belonging is the emotional outcome of inclusion efforts. Employees need to feel they belong in their organization; not diversity which focuses on differences in traits and perspectives that people bring into work environments, but belonging is an actionable principle which can be enforced through culture that can be created intentionally.
One way of creating a culture of belonging is through Employee Resource Groups, or ERGs. These networks allow employees to share experiences in an open forum while showing leadership’s dedication to DEI and creating an inclusive workplace culture. Mentorship programs and leadership training also promote an atmosphere where employees feel welcomed by their employers while growing into roles and finding their niche within the company.
An effective DEI strategy can enhance employee engagement, productivity and retention rates. Companies that utilize an effective Diversity, Equality & Inclusion plan (DEI) strategy are likely to experience these advantages; studies have even indicated that teams with more diverse members tend to perform better than teams lacking such diversity.
Concentrating solely on diversity may leave workers feeling disengaged and left out; it is as though they were invited to an event but weren’t asked to dance! Belonging is the ultimate goal of creating an inclusive workplace; creating one is about making sure all employees feel like part of something bigger.
Creating a Culture of Inclusion
Establishing an inclusive workplace requires bravery, pride, self-awareness, empathy, humility and openness from every employee in the workplace. But creating an inherently inclusive atmosphere may backfire if initiatives are not carefully planned and executed.
Inclusion transcends demographics and awareness; it involves the culture of an organization as a whole – its priorities, values and practices. Focusing solely on diversity may bring in diverse employees; however if they do not feel welcomed and valued for their individual contributions then they will ultimately leave.
Building an inclusive culture means making sure every employee feels they can speak up when something seems off and that all opinions are respected. It also involves providing flexible work policies that account for family responsibilities or other obligations outside the office, and training managers and senior leaders on how to be more inclusive when engaging with staff day-to-day.
Avoid stereotyping by employing neutral language when discussing employees’ backgrounds. Also ensure there is a safe space for employees who have experienced sexual assault, domestic violence or other traumatic experiences and offer them support through retraining or career transition.
An inclusive culture goes beyond providing a safe workplace; it involves encouraging employee feedback and recognition for work well done. Studies have shown that organizations that prioritize DEI tend to outperform competitors due to increased productivity and innovation as well as better talent retention due to being diverse companies.
Senior leaders play an essential role in setting the foundation of an inclusive company by showing they care about DEI initiatives and championing DEI-driven efforts. Leaders should also be open about sharing personal struggles, hopes and fears to establish trust with employees. Furthermore, leaders must avoid making gender biases or engaging in microaggressions; their behavior makes up 70% of whether employees feel included.
Creating a Culture of Equity
Implementing an environment that values diversity, promotes inclusion and fosters belonging is vital for any successful business. Companies that take a comprehensive approach to DEI will reap the rewards in having employees who feel fully engaged with their work and fellow workers; this leads to increased productivity, enhanced decision-making abilities and higher overall employee satisfaction levels.
Diversity within the workforce encompasses differences of race and ethnicity, gender, sexual orientation, age and socioeconomic class as well as physical ability, veteran status and family responsibilities. A more diverse workforce allows everyone to bring their authentic selves to work while remaining comfortable among people who may have different experiences, beliefs and viewpoints.
Businesses looking to become truly inclusive must go beyond recruiting a more diverse workforce and instead address the root causes of inequality in their workplaces. To do this, everyone within a company must commit. Educating employees about DEI and providing training that supports their efforts through workshops, videos or social media campaigns are effective approaches for accomplishing this task.
As part of a successful DEI strategy, an employer must also strive to treat their employees fairly and provide equal opportunities for success in their roles. This can be accomplished by creating an equitable hiring process, offering safe spaces to discuss bias in the workplace and encouraging employees to speak out if they witness or experience discrimination or injustice in the workplace.
Final element of an effective DEI strategy is creating a sense of belonging among employees. To achieve this, workplace must be free from all forms of bias including racism, sexism, tokenism, ageism and religious prejudice – this should enable employees to express themselves freely while being supported in reaching personal and professional goals by colleagues.
Implementing strategies that promote DEI takes time and commitment; organizations committed to DEI will reap the benefits in form of more productive and equitable workplace. With more people becoming educated on its value, all companies should make investments in these three areas.
Creating a Culture of Opportunity
Create an inclusive culture characterized by diversity, equity, inclusion and belonging (DEIB) requires companies to look closely at their business operations and policies. DEIB doesn’t mean hiring five women per quota but more so about recruiting, retaining, promoting employees successfully as well as having systems in place that enable people to thrive – this also includes customers, products or causes supported by companies.
Belonging is defined as feeling accepted, valued, and supported for being yourself at work. A sense of belonging keeps employees engaged, motivated, and committed to their employers – without which employees would likely not stay for long-term projects or contribute their best work.
Inclusion means creating an inclusive workplace by welcoming those from diverse backgrounds and identities into its community, thus building a culture of belonging. Diversity refers to representing different perspectives within an organization’s workforce – including differences such as race, gender, age, ethnicity, education level, religion affiliation, sexual orientation orientation or political ideology.
Additionally, intersectionality refers to how different characteristics interact and overlap – for instance a Black woman who is both LGBTQ and disabled is likely to experience more microaggressions than her White counterpart without disabilities.
Integrating diversity at every level of an organization is critical. To determine its diversity, examine what you are recruiting for, who holds leadership roles and retention and promotion processes are in place. A lack of diversity could mean missing out on talented employees with valuable insights that could bring a broader viewpoint to solving organizational problems.
An effective diversity, equity and inclusion strategy can bring many benefits for any organization, including increased employee engagement which translates to stronger customer satisfaction and business performance. According to McKinsey’s research, companies with strong DEIB strategies tend to outshone competitors.
Attaining a culture of diversity, inclusion and belonging is no simple task – yet the rewards can be immense. Success depends on first recognizing each individual for what they bring to the workplace – then finding ways to welcome and support that individual regardless of background.