Diversity Equity and Inclusion jobs involve eliminating unconscious or institutional bias from an organization’s culture, while making sure every member feels welcome and contributes positively towards creating a vibrant work environment.
One way of showing commitment to inclusivity is using inclusive language in job descriptions, while encouraging applications from underrepresented groups.
1. Recruiting
As more businesses prioritize diversity, equity and inclusion (DEI), hiring for DEI-focused roles has seen an upsurge. Indeed reports that job listings containing “diversity” have increased 53% year over year – typically supporting senior diversity officers or reporting to heads of human resources.
Hiring for these roles can help your business build an inclusive culture and attract a more diverse workforce, which benefits employees as well as customers. But simply having an DEI department or slogan won’t do; your organization must truly embody its values day-by-day.
Change your language and practices to be more inclusive, such as reviewing job descriptions for language that will not alienate candidates of color, women, or any other groups. If needed, hire a writing professional to update them with more neutral, inclusive words.
Consider your company’s policies and practices: Do your time off/scheduling policies work for people from diverse backgrounds, such as accommodating religious holidays or community events? If not, now may be a great time to implement changes that will better appeal to a more diverse workforce.
DEI initiatives not only benefit employees, but also customers and communities. Studies show that more diverse teams tend to be more productive, innovative, and can predict shifts in customer behavior better.
While creating a DEI culture may be challenging, there are several key steps you can take to start building one. First, set SMART goals for your company and identify which hiring practices will help meet those objectives.
Next, conduct a diversity talent search to attract candidates from underrepresented groups. For instance, if your aim is to hire more LGBTQ2+ candidates, use your applicant tracking system (ATS) to identify talent referred by other members of their community – this helps eliminate unconscious bias and ensures an equitable hiring process.
2. Training
Diversity and inclusion training aims to equip employees with an understanding of discrimination and bias as well as working together in an inclusive workforce. Often this is accomplished via an educational course or workshop which all employees must complete to receive a certificate upon completion.
Training designed to recognize unconscious bias and prejudice that may exist in the workplace is also designed to offer strategies that may prevent or address these issues in the future. Such strategies could include being aware of biases, welcoming diversity of perspectives and placing emphasis on an individual rather than group.
Many companies provide diversity and inclusion training courses through their human resources department or online, while others employ diversity and inclusion specialists who oversee training for employees as well as answer any queries from them. They may also be responsible for managing data from various diversity initiatives as well as reporting back to HR or C-suite stakeholders.
Diversity and Inclusion Specialists are responsible for more than training: they also create policies and procedures to ensure all employees feel welcome at work, through a training program that addresses various aspects of an employee’s identity such as race, gender, sexual orientation, religious beliefs, economic status, family life or location.
Employees of any business are the primary resource when it comes to diversity training. Employees can share their own experiences from various settings and offer insight into what needs to change in a variety of environments. Company leaders also play an essential part in creating an inclusive culture by modeling behaviors they expect from their teams.
Top candidates today are increasingly seeking more than competitive pay and benefits when searching for work; they want assurances they’ll be provided with a diverse environment where they have opportunities for advancement within their roles. This trend has resulted in an increase in jobs related to diversity, equity and inclusion.
3. Performance
As your company expands, it becomes ever more essential that employees feel welcome bringing all aspects of themselves to work. Companies are taking an increasingly strategic approach to diversity and inclusion initiatives by creating policies and programs to support their goals – which often leads to more diverse workforces; however, simply hiring people of various ethnicities doesn’t ensure an inclusive culture.
So if you hold a diversity equity and inclusion job, it is your duty to spread these policies throughout your company. Your employees need to feel as if they can bring their full identities into work environment without fear, knowing you recognize and value their perspectives and experiences.
Definition is key when it comes to understanding diversity, equity and inclusion (DEI). Diversity refers to accepting differences among people–whether in terms of age, race, ethnicity, abilities/disabilities, gender identity/expression/expression of religion cultures sexual orientation etc–while inclusion ensures equal treatment and opportunities for everyone while dismantling barriers preventing people from accessing those opportunities.
An inclusive DEI strategy addresses the root causes of discrimination and oppression to create an inclusive workplace, so it’s critical that leaders reflect these values. Research indicates that diverse, equitable and inclusive organizations tend to be more profitable, innovate faster, attract top talent more readily and retain them at higher rates than their counterparts.
In order to meet DEI goals successfully, establishing an effective measurement and feedback process is paramount. Employees should have the freedom to voice any concerns and contribute information that will inform your decisions. Performing regular employee surveys allows leaders a better sense of who their accountable is when making choices that benefit the organization as a whole. In addition, you can monitor progress by reviewing employee information categorized by department, level, or geographic location – this way identifying which areas have proven the most successful.
4. Retention
As companies seek to foster more diverse and inclusive cultures, it is equally important that employees remain. Employees may leave jobs if they do not feel supported or valued within their workplace, making retention of diversity equity and inclusion employees an imperative for business success. If your business is experiencing difficulties keeping such employees, here are some suggestions on how you can turn things around.
Gather DEI data. Employee surveys provide an ideal means of gathering detailed demographic information as well as uncovering any blindspots in your hiring practices or cultural attitudes towards certain groups – essential data that demonstrates whether your efforts are having a tangible effect on the bottom line.
Once you’ve compiled your data, set short and long-term DEI goals. Fostering diversity and inclusiveness won’t happen overnight, so setting realistic and measurable targets allows your company to monitor progress over time.
Measured progress will hold you more accountable to meeting your goals. Setting specific benchmarks allows you to adjust hiring practices, policies, and culture accordingly; furthermore, this process will assist in identifying any areas where current diversity initiatives may fall short.
Establish and communicate a clear definition of Diversity, Equity, and Inclusion (DEI). A robust DEI policy will enable your company to foster an identity that’s clear for all stakeholders while reinforcing the importance of having diverse workplace.
Implementing a comprehensive DEI strategy will enable your organization to foster an inclusive work environment for all. Recruitment for diversity, training employees in cultural competency and unconscious bias training, creating employee resource groups and mentoring programs are all ways that your company can increase diversity within its workplace and ensure employees feel welcome and included.
An effective diversity and inclusion program will be invaluable in making your business more profitable, attracting top talent, and keeping employees satisfied with their work experience. Don’t put off investing in yourself or in your people – now is the time!