Your workplace likely features various references to diversity, inclusion and belonging. Implementing DEI policies is crucial to setting your organization up for success as it improves retention rates and sparks cutting-edge innovation.
But it’s one thing to talk about DEI; quite another to put them into practice. How can your organization gauge how well its practices embody DEI?
Diversity
Diversity refers to any range of human differences, such as race, ethnicity, gender, sexual orientation, religion or ethical values system, social class, physical ability or attributes, age and cultural background. Inclusion refers to accepting these differences and making sure all people feel like they belong in society. A diverse and inclusive workforce can be good for business; it increases its chances of attracting talent while improving employee morale and job satisfaction – not to mention making the company more adaptable and capable of meeting different customer demands.
Diversity and inclusion are inextricably linked; to achieve success they must both be addressed together. Unfortunately, too often companies only focus on diversity while leaving many employees feeling excluded in the workplace. While race and ethnic diversity should certainly be taken into consideration as part of D&I efforts, its primary goal should be ensuring all employees feel like part of an inclusive workplace environment.
An inclusive workplace must address all areas of difference, not only those related to race or ethnicity. This means taking into account external influences such as socioeconomic status, education level, marital status and religion as well as internal ones such as work experience, seniority or department status or even neurodiversity – the range of differences in brain function – when considering workplace diversity and inclusion.
Focusing on diversity and inclusion is crucial, but must also include recognition of existing inequities as well as efforts to provide equal opportunities. Action should also be taken, including providing training on how to recognize and respond to microaggressions, bias, or discrimination.
Although culture change can be challenging, the benefits of diversity and inclusion (D&I) are evident. Beyond attracting and retaining talent, D&I can increase profits, improve team morale and enhance creativity – not to mention maintaining license to operate during crises! D&I is also becoming an important factor when recruiting employees; in fact 67 percent of talent consider diversity when searching for employment.
Equity
There has been much talk recently of diversity, equity and inclusion (DEI). Companies are working toward more inclusive workplaces through initiatives like inclusive hiring practices and eliminating unconscious bias. But it’s important to note that diversity doesn’t equal inclusion; while diversity should be the end goal of DEI efforts, inclusion creates a sense of belonging for all involved.
To be inclusive, a company should offer all its employees opportunities to connect through shared characteristics or interests, which could include employee resource groups or affinity groups. Furthermore, contingent workers or those on shorter term contracts should be included in team and company events so they feel included and part of their company community – otherwise they won’t feel connected and experience strong feelings of belongingness.
Belonging is about creating an environment in which employees feel free to bring all aspects of themselves to work. That’s why creating a workplace culture that embraces diversity and inclusion is so crucial – by making clear that your organization values and welcomes all aspects of identity such as race/ethnicity, gender, religion, physical ability sexual orientation age socioeconomic background neurodiversity etc.
A company with an effective equity strategy will ensure all employees have access to the resources necessary for them to perform well and forge meaningful relationships at work, including an inclusive culture, supportive working conditions and innovative work processes. Furthermore, this approach helps retain top talent even when offered higher salaries elsewhere.
An employer of choice’s reputation can be greatly strengthened through its dedication to diversity, equity and inclusion (DEI). This is particularly evident among millennial and Gen-Z candidates who tend to favor companies with strong DEI policies when searching for employment. Furthermore, 42% of workers consider diversity when considering a workplace important when making career decisions.
Inclusion
At its heart, inclusion is at the core of DEI framework; employees should feel valued for their differences and supported to express themselves freely in work environments regardless of differences such as gender, race, age, sexual orientation or socioeconomic status.
At work, inclusion requires companies to prioritize creating an environment in which all employees feel included and secure in expressing their ideas without fear of rejection or ridicule; their perspectives must also be respected even when these differ with company policies.
Diversity and inclusivity within their workforce allows companies to be more innovative and provide improved services to customers, while finding solutions for specific challenges they face. Furthermore, having such an inclusive workplace can improve employee morale, increase productivity, reduce turnover rates and build trust between coworkers.
However, research has demonstrated that diversity and inclusion don’t come easily to every employee; even though diversity and inclusion is important in the workplace, not all workers feel they belong. Studies indicate that approximately one out of every five workers don’t feel included, leading to lower engagement levels, reduced productivity levels and stronger feelings of resentment and distrust among employees.
Lack of inclusion is often caused by unconscious biases and microaggressions based on personal experiences and beliefs of people who display them against others. Furthermore, structural barriers exist which prevent groups from accessing opportunities and resources they require; such as inadequate representation in leadership roles or key decision-making processes.
Companies with higher levels of inclusion are 1.6 times more likely to generate revenue and 2.7 times more likely to have greater profitability than companies that don’t invest in diversity and inclusion initiatives. While developing such a culture takes time and energy, the results speak for themselves.
Women and men alike agree that prioritizing diversity, equity, and inclusion is beneficial to business. Now the task lies with making sure these values reflect in workplace practices.
Belonging
Social movements such as Black Lives Matter and Me Too have helped raise awareness about diversity, equity, inclusion and belonging (DEIB), which has resulted in greater understanding. A Deloitte study indicates that businesses that prioritize DEIB achieve various benefits, including greater competitive advantage in the market place; improved and more accurate decision-making; 34% higher profitability rates and an engaged workforce.
Diversity refers to all of the various differences among people; inclusion ensures that everyone feels accepted by their team or organization; belonging is more specific to workplace environments and refers to being accepted and supported as individuals in an atmosphere in which one can express oneself freely and comfortably.
Belonging is a complex concept that is difficult to measure. One key takeaway from belonging is that its measurement cannot be altered directly, unlike diversity or inclusion. Asking an employee how much they feel like they belong in their workplace without understanding why might be cause them feel otherwise is an irrelevant question.
Leaders should foster feelings of belonging by creating an atmosphere of community by encouraging employees to form personal connections with one another and share their stories. Furthermore, leaders should implement programs designed to mentor culturally diverse and female employees and offer sponsorship – programs which help these employees feel appreciated within the organization and empowered with a voice within it.
Researchers have established that strong senses of belonging are associated with positive outcomes such as academic achievement, persistence and mental health. A recent study led by Professor Gopalan and her team concluded that sense of belonging was particularly essential among underrepresented racial and ethnic minority students and first-generation low income students – especially first-generation low income ones who typically make less progress at college than others. Furthermore, belonging is associated with an increased likelihood of completion.
Belonging is essential to workplace success, yet can be hard to attain in an environment lacking empathy and inclusion. Leaders should set the example by making DEIB an organization-wide priority, and offering opportunities for employees to connect. In order for DEIB culture to flourish successfully, leaders should celebrate diversity equally while treating all employees fairly and prioritizing inclusion.