DEI in the workplace

 In the spirit of creating an inclusive environment and focusing externally on what other companies have done to promote equity and inclusion, let's discuss what actions leaders can take to have an impact on their areas of influence, be it professionally or personally and create in inclusive environment.  Since the George Floyd protests in 2020 employers have begun to place a greater emphasis on DEI initiatives in the workplace (Golden, 2024). Companies have invested in hiring and promoting cultures of inclusivity, leadership for diversity initiatives and training for employees at all levels.  Job postings include statements related to workplace DEI practices, and younger professionals are accustomed to hearing about DEI initiatives as a routine business matter. Employers need to hear the message of their employees around DEI. They need to realize if they are not proactive and promoting inclusivity, their employees will observe their stance and act accordingly. In the absence of any real plan or program around inclusion, the likely results are higher turnover and less productivity (Goode, 2023) and creativity.

            To create an inclusive environment, several areas need to be supported within the organization.  Firms need to have a delegated individual take responsibility.  There are positive benefits that result from promoting and implementing DEI practices (Minkin, 2023). The critical areas to focus on are hiring, training, mentorship, leadership, communication, and adapting new approaches and techniques.

 

Hiring Practices should be reviewed to make sure all candidates are given consideration based on experience and job qualifications. One are often overlooked is the hiring manager, and when decisions are made unilaterally, people may be inclined to make decisions that are “comfortable” for them. Managers can resort to hiring people who are similar to them. Without good hiring practices and guidance on hiring some organizations may not fully realize the benefits of diverse workplaces.

Training needs to be implemented for all staff to review the current issues related to DEI. This can be conducted via in person, or remotely. Training should focus on bias, the benefits of diversity and inclusion as well as other general topics. There are some aspects of the training that can be controversial or involve sensitive topics. It can bring out the best and worst emotions in people, as a result training should be conducted by the most qualified subject matter experts.

The benefits of mentorship for DEI related matters can serve as a key component. The idea of DEI, or inclusive work environments is not a “one time” solution or discussion. As a result firms will need to create a network of individuals who can keep the discussions going at all levels. To accomplish this a mentorship program will help and ensure that the focus in inclusivity will continue as people progress and grow in their careers.

Leadership within the organization needs to take the position of supporting DEI at all levels. It needs to be made clear there is an expectation of inclusivity and equity, employees are supported both personally and at the organizational level.  Leadership of the organization can make sure the initiative is embraced and take on a life of its own with the organization. Teams within the organization should be encouraged to embrace the initiative at all levels and to take leadership of initiatives related to inclusion

Communication can take several forms, it can be related to publicizing certain timely information, such as February is Black History month, or it can be in the form of announcing resources available to use within the organization, steps people can take to create inclusive environments, or other initiatives the organization is taking on in the spirit of inclusion. Communication needs to take place at routine intervals so the topic remains relevant and fresh.

Lastly, as part of the framework for an inclusive environment, an organization needs to be flexible and adapt to a changing landscape. As a firm progresses in their development of DEI related initiatives, they can change and reshape their approach.  

Having a formal DEI program helps promote a healthy work environment. Retention, productivity and employee satisfaction are all positively impacted (Goode, 2023). Once leaders in an organization can embrace the necessity of such a program, and implement simple, many times cost free changes, they will see an immediate positive impact. If you don't know were to start as a leader, start small. Consider having a conversation with team members about recent news or media events. Other casual ways to engage in a dialogue is by reviewing other types of media, such as books or movies to discuss with in a group setting, with the focus on how the media portrayed an event or individual as it is related to diversity and inclusion.  As similar as we sometimes look externally, there are often numerous differences we or our colleagues have that are learned about through promoting a healthy forum to discuss DEI. 

If you don't have that space in your workplace, be the transformational leader to help make it happen. Start a conversation today and see where it goes! 

References:

Golden, H. (2024, June 1). History of DEI: The Evolution of Diversity Training Programs. . https://doi.org/https://www.ndnu.edu/history-of-dei-the-evolution-of-diversity-training-programs/#:~:text=The%20origins%20of%20DEI%20(Diversity,a%20pressing%20need%20for%20change.

Goode, J., Hotchkiss, D., Buckland, M. (2023). Beyond Buzzwords: Diversity and Inclusion Are Key to Economic Success. Innovating Canada. https://doi.org/https://www.innovatingcanada.ca/industry-and-business/employee-wellness-and-total-rewards/beyond-buzzwords-diversity-and-inclusion-are-key-to-economic-success/

Minkin, R. (2023, May 17). Diversity, Equity and Inclusion in the Workplace. Pew Research Center. https://doi.org/https://issuelab.org/resources/42043/42043.pdf