Diversity, equity and inclusion (DEI) refers to an umbrella term encompassing work structures which make employees feel respected within their organizations while also guaranteeing that all workers can perform at their optimal capacity.
Organizations need to tackle many issues in order to achieve diversity, such as tokenism, hiring biases and lack of mentoring and advancement opportunities for marginalized employees.
Equity
As a business, diversity in your workforce is ideal; this enables greater innovation and competitiveness as well as better business decisions. However, simply hiring more individuals who differ than yourself won’t automatically translate to an inclusive workplace environment as diversity and inclusion are two separate concepts and often misunderstood terms.
Equity and inclusion can be understood quite simply: Equity refers to situations in which all groups benefit equally from an existing system; inclusion refers to making sure everyone feels welcome regardless of differences they may possess. Therefore it is vitally important that we are clear on this distinction as these terms can often be used interchangeably yet have distinct definitions.
Determining an accurate definition of DEI can assist in developing an effective strategy for your organization. Decide what order makes sense (equity before diversity or vice versa?) and come up with working descriptions of each term that resonates with your team. Once completed, begin considering how these words interact and rely on one another.
Focusing on diversity means welcoming in people from a range of identities and experiences to create a more tolerant and accepting atmosphere. Meanwhile, equity refers to representing those groups which have historically been marginalized or experiencing discrimination or oppression by society.
An equity-focused organization would, for example, ensure there are enough LGBTQ+ employees represented at leadership levels so they can access all opportunities provided by the company and receive fair treatment.
An equity-focused company would also look for ways to make its policies and processes more equitable, such as redistribution of resources or creating more equitable power structures. They may also take initiatives such as hiring from traditionally underrepresented groups or providing training on how to identify biases among managers.
Equity and inclusion will result in a happier, more productive, profitable workforce as well as attract top talent while showing consumers it cares for all people.
Diversity
Diversity is an integral component of equity because it gives those without equal advantages access to opportunities and resources that others take for granted. Furthermore, diversity ensures everyone can fully participate in every aspect of society – be it work or otherwise – including speaking out about issues they feel strongly about and making decisions regarding how those problems should be solved. Likewise, diversity ensures all people can participate in social activities that create a more compassionate society overall.
Diversity encompasses many dimensions, such as gender, race, ethnicity, age, religion and sexual orientation. Other types of diversity include socioeconomic status, education level and job experience – each can play an essential role in shaping individuals’ beliefs and behaviors; those more diverse tend to bring different viewpoints that help businesses innovate solutions to complex problems more quickly as well as provide insight into customer responses from various cultures.
Attracting diversity is certainly essential, but that alone won’t guarantee an inclusive culture. Diversity alone won’t ensure all employees feel welcome and valued for who they are, particularly if those differences are treated as liabilities rather than assets. Inclusion refers to creating an environment in which all groups have an opportunity to flourish in your workplace, which includes addressing biases, cultural insensitivity, and microaggressions that prevent their full participation.
Organizations often struggle to define diversity and inclusion for their business. Some define it simply as the number of identity groups represented, while others use more expansive terms like equity and inclusion; diversity only covers traits an individual carries by default, while inclusion encompasses how those individuals are treated by peers and managers alike.
Real-world examples can help us better grasp these concepts. From physical barriers that restrict people with disabilities from accessing certain areas to the occasional slights experienced when representing groups at meetings, these obstacles show us just how diversity and inclusion manifest themselves in workplace environments.
Inclusion
Diversity refers to the presence of different identity groups; inclusion refers to how well these identities are welcomed and supported within work environments. A company can be diverse without being inclusive, meaning it could employ people from various backgrounds without making them feel welcome in their workplace environment.
Businesses may take great pains in hiring diverse talent, yet still fail to integrate it into an inclusive workplace without considering equitable design. Inclusivity involves taking an holistic approach which considers the effects of policies, culture, and processes on individuals – for instance a student may struggle due to inflexible curricula that doesn’t support their learning style or physical capabilities; equitable design creates systems which help the student overcome any limitations they might face in school.
DEI provides many advantages, such as creating more diverse teams, increasing employee morale, and strengthening brand reputation. According to McKinsey research, organizations that prioritize DEI are more competitive than those who don’t and tend to attract and retain top talent more successfully than organizations without such policies in place.
Implementing DEI can be challenging; it requires a shift in culture that may prove daunting for businesses without adequate resources and expertise to implement effectively. Furthermore, DEI requires changing how businesses operate and view employees.
An example would be for a company to adjust the language used in job descriptions and training materials to remove biased or harmful language that excludes people from certain groups. Furthermore, accommodations might need to be made for people with disabilities by using accessible technology, hosting meetings that welcome those with accessibility needs, and offering flexible scheduling arrangements.
Inclusion involves supporting the needs of marginalized groups such as LGBTQ+ people, women and those from underrepresented ethnicities. This may involve providing employees with equal career development opportunities; paying fairly; being treated with respect by managers; as well as addressing ableism by making all systems accessible and providing training on how to be an ally.
Belonging
Belonging is the third element of DEI and refers to feeling welcome within any specific community, whether that means work or outside it. People who experience belonging are more likely to trust their coworkers and remain with the company for longer.
Feeling like part of the workplace requires being able to express your individuality at work – including having differing opinions and perspectives, speaking freely without judgement, and not fearing backlash or criticism from colleagues. A sense of belonging also depends on how we treat one another; respect must be shown between colleagues at all times.
As an employee experiences coworkers being disrespectful of them because they are LGBT, this can make them feel as if they don’t belong. Your manager plays an essential part in this aspect; being supportive can also have a great impact on employee feelings of belonging at their workplace. If an employee believes their manager doesn’t support them being lesbian may erode this sense of belonging at their company.
Another way to foster a sense of belonging in employees is to foster an environment which encourages them to be themselves. One effective strategy for doing this is showing vulnerability – something leaders should do as part of creating trust with employees. For example, leaders can share personal struggles and fears with their team in order to foster empathy while humanizing themselves by acting like regular people themselves.
Belonging is equally as essential for contingent workers. They make up an integral part of any workforce, so it is crucial that they feel welcome at company events and team building activities, while being treated equally and fairly by their managers.
Belonging is the final component of diversity equity and inclusion, and it is critical that workplace managers pay attention to this area. Since it cannot be directly controlled, a plan must be devised on how you will promote a sense of belonging among employees.