Diversity statements can be an effective way to demonstrate your dedication to inclusivity in the classroom and beyond, yet they must remain authentic and meaningful to be effective.
Many institutions include supporting resources with their DEI statements that demonstrate their commitments, such as diversity reports or initiatives that shed more light on what their institution stands for. Doing this can give the reader more context about the institution’s core values.
What is DEI?
Diversity Equity and Inclusion (DEI) statements represent companies’ pledge to foster an inclusive workplace that values all employee perspectives. DEI statements aim to foster an environment in which everyone feels secure enough to contribute and thrive, providing training, supporting employee resource groups (ERGs), and developing culturally sensitive policies as means to this end.
An effective DEI statement must include concrete data and clear metrics for holding the company accountable to its promises, such as providing an inclusive definition of diversity that encompasses factors like age, religion, sexual orientation and disability status. Furthermore, such a statement must provide a timeline for achieving company-wide goals.
Many organizations opt to post their DEI statements on a dedicated page of their website as an effective way of building trust with employees and potential job applicants. Companies can also take this opportunity to showcase data and highlight areas of strength – for instance Spotify includes an in-depth breakdown of their global workforce as well as three years’ worth of diversity metrics in their DEI statement page.
Legalese in DEI statements is essential in communicating effectively. Words that sound like they were written by lawyers will likely distract from your message and breed distrust, so use positive language that inspires and creates an inspiring sense of purpose instead. Furthermore, having an outside copywriter review draft statements to ensure they meet this criteria.
Create an inclusive company culture is no easy task; it takes time and hard work. New employees need training, hiring practices need updating, systemic biases need to be addressed – but through consistent recruitment efforts, DEI initiatives and supporting employee resource groups you can foster an environment in which all employees feel welcomed and valued.
As your company takes steps toward diversity and inclusion, it is vitally important that employees know about your efforts so they can support and take part in them. Consider posting your DEI statement on your company website or including it in your employee handbook; share it via social media channels such as Twitter or through a company newsletter.
Why is DEI important?
Though DEI has long been discussed, businesses still find it challenging to implement changes that sustainably promote inclusion. One reason may be that embodying and living out a diversity and inclusion statement requires substantial work; having support of all employees during implementation helps.
An effective DEI statement provides a clear picture of what the company stands for and why they wish to address a particular issue. This will set them apart from their competitors and show that they value diversity among employees and customers; additionally it will demonstrate that they are truly making an impactful contribution to society rather than simply saying nice words in public.
DEI statements can also help create an open and collaborative culture in your company where employees feel appreciated and can thrive professionally, leading to improved products and services offered to customers. Furthermore, having a diverse workforce gives companies more options in approaching problems creatively while finding innovative solutions to challenges they encounter.
While businesses should prioritize DEI for many reasons, it is essential that they make an effort to implement it into their daily operations. One effective strategy to accomplish this goal would be creating an action plan with specific goals and metrics which can be tracked; as well as using an ethical statement as a guide in achieving their desired goals.
One way to make your DEI statement stand out from the pack is by giving it an individual flair. This may involve using a catchy slogan or weaving company identity into it – for instance Nike’s slogan ‘Be More Human’ stands out, while T-Mobile’s People First program underscores their dedication to diversity. Personalizing your statement by including aspects that reflect who your company is will make it more enticing to potential hires and clients to read.
How can I write a DEI statement?
An DEI statement is often required as part of a job application, but it can also serve as an invaluable resource in your work with various communities. When creating your DEI statement, describe how your research and teaching address diversity, equity, and inclusion within your scholarly community – as well as how you will advance those efforts as faculty member – then use it to communicate to colleagues the value of creating diverse workplace environments.
A great DEI statement should be concrete and specific, not simply a collection of positive sentiments. A plan of action and expectations regarding how you’ll measure progress are also key components. For example, if your managers recommend more male employees for promotion than expected, one idea might be to adapt the promotion process so it becomes more equitable and accessible to women and nonbinary people.
At your company or organization, it’s wise to align DEI goals with its mission and values in order to create a credible and attainable goal that you will work toward over time. All examples used in this article use strong titles to emphasize their commitments; you don’t need to get as creative with titles as Nike or T-Mobile have done – simple titles such as Adobe for All or Spotify’s “Don’t just work here; belong here” can still work just as effectively.
Your DEI statement should include resources that help readers gain a clearer picture of your approach to inclusivity. These could include documents on representation and pay, workforce diversity reports, racial equity strategies etc. To ensure accessibility for everyone visiting your website and engaging with DEI statements. WCAG checks can ensure this occurs.
What should I include in my DEI statement?
Your DEI statement provides an important opportunity to showcase how you’ll approach inclusivity at your institution. To be effective and demonstrate that you are committed to diversity, equity and inclusion goals while holding yourselves accountable for their progress, authenticity is of utmost importance when creating such a document.
Establishing an effective Diversity, Equity and Inclusion statement requires working collaboratively with employees and key stakeholders. Start by asking “Why is diversity, equity and inclusion so important?” and how will improving diversity help us meet our business goals?
Once your team understands how diversity impacts your company’s mission, work together to develop action items for increasing diversity within your workplace and metrics for measuring compliance with commitments made to diversity initiatives.
Your DEI statement should emphasize your values within the realm of inclusion, such as your dedication to creating a just society or decentering privileged voices within academic communities, or amplifying marginalized voices within classrooms and research projects. Furthermore, this provides an opportunity to discuss your own experiences as well as any difficulties or obstacles you have overcome across academic spaces.
As part of your DEI plan, it is also a good idea to include any data or research that demonstrates your current position or potential direction in terms of inclusion. Google shares details such as their Employee Resource Groups such as Africans@Google and Greyglers as well as current representation figures across different demographic groups – demonstrating concrete facts which support its DEI values.
Additionally, your organization must promote its DEI policies through all available channels, such as linking directly to them on its website, newsletter and social media posts – making sure your policy can easily be referenced by prospective employees and future collaborators.
Your DEI statement should come alive through the actions and examples set by individual employees and leaders in the workplace. A successful DEI statement can serve as an invaluable resource in creating an inclusive work environment that benefits both employees and customers alike.