Deloitte’s millennial report notes that 98% of respondents to their poll believe their company values diversity and inclusion.
Employing employees of different backgrounds and promoting diversity initiatives are just the starting points; inclusion is about making sure all employees feel appreciated, too. Here are some strategies for doing just that.
Race
Race is one of the more visible aspects of diversity, typically referring to any physical differences among human groups. Over time however, its definition has broadened substantially – many scholars in other fields now view race as a social construct and not biological groupings.
No matter your definition of race, racial diversity plays a pivotal role in our approach to equality and inclusion. If people from diverse backgrounds and experiences do not fully integrate into a company’s culture, they may feel marginalized and excluded.
To build an inclusive culture, we must first recognize all of the ways people differ. This may include ethnicity, religion, gender identity/sexual orientation/assumptions/disabilities status/socioeconomic background etc. Additionally, it is crucial that we pay attention to how these characteristics intersect or overlap – this process is known as intersectionality and it forms an essential aspect of DEI.
Once we understand how differences can contribute to an inclusive culture, we can take steps toward DEI implementation. At work this may involve making sure all employees receive equal access to leadership training and career development opportunities, or clearing away obstacles preventing people with disabilities from accessing similar services as their colleagues.
Gender
Gender is a social construct that shapes expectations about what men and women should do, wear, think and feel; it also affects how individuals communicate, collaborate and work together.
Gender intersects with other identities such as race, ethnicity and sexual orientation in what is known as intersectionality, an essential aspect of diversity equity and inclusion. Through intersectionality comes greater understanding and appreciation of different peoples’ differences, while it helps identify and mitigate microaggressions based on an individual’s identity.
An employer’s commitment to diversity can be a decisive factor for potential employees. A study by Deloitte revealed that 80% of candidates would decline an offer from an organization which failed to prioritize diversity.
DEI (Diversity, Equity and Inclusion) policies and programs aim to foster the representation and participation of underrepresented groups within organizations. This may involve providing more diverse leadership opportunities; mentoring programs; skills development sessions; inclusive work-life balance policies and flexible accommodations – the goal being creating an environment that respects and values all individuals; however this sentiment varies significantly across demographic and partisan lines. A majority of workers believe focusing on DEI as being positive.
Sexual Orientation
Sexual orientation refers to an ongoing pattern of emotional, sexual, and/or romantic attraction towards people of either different or same genders. Individuals attracted to people of the same gender are termed heterosexual; those attracted to people of the opposite sex are termed homosexual; while those feeling attracted towards both men and women can be classified as bisexual.
Gender identity, which differs from sexual orientation, refers to one’s internalized sense of being male or female, or some combination thereof. People whose gender identities do not align with what was assigned at birth may be called transgender while those who identify neither male nor female can be known as genderqueer or intersex.
Individuals identifying as LGBT in the United States face discrimination at schools, workplaces and public environments – which can have detrimental impacts on both their physical and mental wellbeing. Furthermore, people identifying with the LGBT are disproportionately targeted by hate groups and incidents of violence.
There are a range of initiatives supporting LGBTQ diversity, equity and inclusion: codes of conduct at conferences; diversity track at scientific conferences; formal or informal panel discussions (Fig 4); however these aren’t always implemented consistently or well-designed.
Disability
Disability refers to any physical, mental or emotional impairment which significantly limits a person’s ability to function. While disability affects everyone differently, its primary impact typically centers on accessing resources and experiencing discrimination.
Many companies strive to foster diversity, equity and inclusion (DEI) initiatives that include disability communities; however, when it comes to accessibility this group is often forgotten about. Employing language that otherizes them or misaligning policies could prevent employees with disabilities from flourishing at work resulting in disengagement or higher turnover rates.
Disability inclusion means giving all people the same chance to engage in society-expected life activities, such as employment, attending educational institutions and social interactions with others. It also involves eliminating any barriers that impede disabled people’s participation such as limited access to public transportation or health care.
Disability is a social identity and does not equate to permanent physical or mental limitations. Furthermore, comparing disability with other hardships like a broken leg or financial instability is harmful; doing so reinforces negative stereotypes while creating the impression that disabilities are somehow less traumatic or challenging than other life events.
Age
Companies often make it a point to show off their diversity, equity and inclusion (DEI) credentials; yet one form of discrimination often goes undetected: ageism. Ageism can be just as pervasive and harmful as other forms of bias – infecting company cultures, hampering performance and keeping organizations from fully exploiting older workers’ potential.
Companies looking to combat ageism must prioritize including it in DEI initiatives. This means educating teams on age-inclusive practices and making sure recruitment, training and other workplace processes are free from age bias. Auditing job descriptions and interview questions to remove references to graduation dates or age-related queries is also important; creating an inclusive work environment encourages employees of all ages to speak up and share their perspectives with one another.
Understanding what Diversity, Equity and Inclusion (DEI) encompasses can make it easier to implement an effective strategy. But remember that definitions will likely change over time as your business develops and changes; so find what works for your organization by discussing working definitions with the team.
Religious Beliefs
Religion plays an integral role in shaping people’s worldviews, from morality and work ethic, to how a company embraces and manages diversity.
Employees are increasingly advocating for including religious beliefs in workplace diversity, equity and inclusion (DEI) initiatives as part of DEI efforts, due to potential social, cultural and political issues which could potentially arise at work, creating legal risks or having negative ramifications on morale, according to employment law attorneys surveyed by Bloomberg Law.
DEI should strive to create an inclusive workplace culture in which all employees feel like they belong, regardless of their backgrounds or identities. Religious identity plays a pivotal role when creating such an atmosphere.
Religion diversity can help counteract the exclusionary tendencies inherent in traditional diversity categories and foster meaningful, warm connections across all diversity groups. A concerted focus can also ensure all employees enjoy equal opportunities because religion can impact an employee’s perspective of what constitutes fair and equitable treatment and defines being an exceptional employee in the workplace.
Nationality
Treating all employees fairly increases productivity and engagement at work. Diversity, equity and inclusion (DEI) strategies in the workplace are not just good ideas; they’re essential to its success. No matter the industry your business belongs to, creating an inclusive culture means embracing different talents while respecting all perspectives to foster belongingness among your workforce.
Diversity transcends gender, race or ethnicity, religion, sexual orientation and physical ability; it includes different ways of viewing the world. When different viewpoints are encouraged and acknowledged, ideas flourish – making a DEI-focused company more successful than its less diverse competitors.
DEI initiatives are typically led by one individual – a “champion” with lived experience or strong commitment to allyship. Champions typically spearhead initiatives without extra compensation, often working on these projects outside their normal job duties which strains performance and creates inequity within their workplaces.