An EI statement is a public declaration of your intention to bring about positive change, outlining specific goals and the steps you plan to take towards reaching them.
Be mindful of your language use and be wary of vague statements or vague questions that seem vaguely related to diversity and inclusion, since this could indicate you have no concrete plans in mind and are just paying lip service to diversity and inclusion.
What is Diversity Equity and Inclusion (DEI)?
Diversity, equity and inclusion (DEI) refers to an umbrella term encompassing various initiatives aimed at increasing representation of underrepresented groups within organizations. This can be accomplished by removing any obstacles that prevent their representation more fairly in the workplace and by creating an atmosphere where all feel welcome and part of something greater than themselves.
DEI must be an integral value throughout an organization in order for it to succeed, with employees understanding its significance and actively taking part in initiatives promoting it. Managers must ensure their direct reports receive support and mentoring while opportunities to advance are given; senior leaders should model inclusive leadership practices themselves while considering diversity issues when reviewing employees’ performance reviews.
Even though some companies can successfully achieve diversity without an explicit commitment to inclusion, this approach is unsustainable in the long run. If these businesses fail to create an inclusive culture they risk being left behind by more progressive competitors who retain top talent more easily; moreover, research shows that companies that embrace diversity and inclusion tend to be more innovative and productive than those without.
To ensure all employees have equal chances of succeeding, it is critical that companies establish workplace environments in which all employees feel valued and supported. To make this possible, companies must identify each employee’s unique needs, and meet them fairly and equitably – this is why having a Diversity, Equality and Inclusion (DEI) strategy in place and regularly revising it can ensure it remains effective.
Goals must be clearly articulated for any DEI program to ensure all employees understand what is expected of them and can measure their own success. Furthermore, DEI initiatives are ongoing processes and can take time before bearing fruit.
How do I write a DEI statement?
Writing a Diversity Equity and Inclusion statement (DEI statement) can be an insightful exercise that prompts faculty members to reflect upon their classroom practices, research strategies, teaching techniques, community service participation and current policies relating to diversity equity and inclusion. This process often highlights areas for improvement or revision; and also helps faculty seeking tenure or promotions create a statement which shows their thinking processes and perspectives on diversity, equity and inclusion are evolving over time.
As you prepare your DEI statement, it may be helpful to research other examples from both school and higher education institutions. Reading them can give you a general sense of their content and style while giving you time to jot down notes about what your own DEI statement should include.
Many institutions will ask applicants to detail their past experiences and perspectives regarding diversity, equity and inclusion. It is essential to include this history when answering this question, but also be ready to talk about plans to prioritize diversity equity and inclusion in classrooms and research labs going forward. Colleges and universities don’t expect all faculty members to be experts on such issues – rather, they want evidence that you have an eagerness to continue exploring them further.
It is essential that when discussing past experiences, you do not play up parts that may be considered controversial or could come across as “playing the victim”. Furthermore, legalistic language can quickly turn off employers and reduce your credibility.
Though it is crucial to outline your commitment to diversity, equity and inclusion (DEI), an effective DEI statement should also be genuine and genuine. The aim should be to demonstrate to employers that you support these principles with an implementation strategy within your organization – simply declaring your enthusiasm isn’t enough; there must also be tangible goals with clear timelines that produce measurable results.
What are the key elements of a DEI statement?
A Diversity, Equity and Inclusion statement (DEI statement) is a short public document that provides details on your organization’s approach to diversity and inclusivity. You might include it on your website, owned media and promotional materials you create; including links to external resources can enrich it further – such as workplace equality data or articles about how to foster inclusive environments as well as examples from other organizations that demonstrate best practices.
DEI statements should clearly outline your organization’s commitment to inclusive and equitable environments for underrepresented groups – both internally (employees) and externally (community). To hold yourself accountable for progress made toward DEI goals and keep DEI efforts visible.
Be honest in regards to your knowledge and past experience in terms of diversity, equity and inclusion issues. While it would be inadvisable to claim expertise without enough hands-on experience to speak of, claiming ignorance in these topics would only cause harm – colleges and universities would rather see genuine attempts at learning more and adapting accordingly.
An integral aspect of an effective DEI statement is to highlight any programs your organization has in place that support underrepresented students, researchers, and communities. You can do this by giving a short description of each program followed by ways you are committed to supporting such efforts.
Finalize your DEI statement in five to six sentences to ensure its readability and retention. Vague, overused language can often make statements unintelligible; such a mistake often reflects people’s superficial approach to diversity instead of making genuine efforts in its support; such statements should be avoided at all costs.
How can I make my DEI statement unique?
Make your DEI statement more impactful by setting specific goals when writing it. For instance, use it as a platform to inform students and colleagues what actions will be taken at your institution to improve classroom and research experiences for underrepresented groups at school. Doing this will prevent empty rhetoric or platitudes that do nothing more than signal that someone cares without providing any concrete actions that need taking.
Make your statement more original by emphasizing aspects of diversity, equity, and inclusion you find especially fascinating or important – for instance if your institution prioritizes racial equity over gender equity, you might focus on plans to hire more female faculty or create family-friendly research labs. Also make your statement stand out by including personal details about diversity-related experiences such as prioritizing diversity-enhancing teaching and research practices within your statement.
Make your statement more memorable by including language and ideas that are timely and pertinent to today’s conversations about these topics, such as references to #MeToo or increased diversity awareness within tech industry.
Note that your perceptions, perspectives and understandings on diversity, equity and inclusion can shift as new information or research comes out regarding these subjects. Therefore, it is wise to review and revise your statement periodically in order to reflect your current state of knowledge and commitment regarding these matters.
Additionally, it can be helpful to read other diversity statements so you can gain an idea of their typical content and structure. While no specific statements should be copied exactly, seeing how other institutions are conveying their commitments to diversity, equity and inclusion within their workplace can provide insight.