Rather than dismissing Diversity, Equity, and Inclusion (DEI) as a passing trend, we should recognize it as a natural progression. In moving forward, we need to elevate our strategies to a more deliberate, purposeful, and impactful approach.
According to the Pew Research Center, a significant number of employees have expressed that DEI initiatives have had a beneficial impact on the workplace. It comes as no surprise that among those highlighting the value of DEI efforts, many belong to marginalized groups who often face challenges in a work environment that overlooks the importance of their diverse experiences in terms of quantity and quality.
The Institute for Corporate Productivity (i4cp)—in partnership with HR Executive, analyzed data from over 850 respondents in organizations of all sizes, and arrived at a surprising finding, most companies aren’t slowing down their DEI initiatives, despite backlash.
Research highlights the multitude of benefits diversity brings to organizations, including heightened profitability, enhanced creativity, strengthened governance, and improved problem-solving capabilities. Employees from diverse backgrounds contribute their unique perspectives, ideas, and experiences, ultimately fostering resilient and high-performing organizations that surpass those lacking in diversity investments.
Below we explore different ways of improving DEI efforts in the work place.
Integrate and Align Efforts
Dr. Luthra shares with Forbes that it’s hard to effectively address DEI needs in isolated pockets. It’s interconnected and needs a holistic lens. Emphasizing targets and quotas just pits people against one another. “When DEI is done right, it levels the playing field and there’s room for everyone. But we can’t skip the hard work of dismantling systems that weren’t built for everyone.”
Go Beyond Diverse Hiring
It's important to foster a culture of inclusion and belonging throughout the entire organization. This means creating spaces where all employees feel valued, respected, and empowered to bring their authentic selves to work. Implementing mentorship programs, unconscious bias training, and regular DEI education can help to cultivate a more inclusive workplace where everyone has equal opportunities to thrive.
It's essential to address systemic barriers and biases that may exist within company policies and practices to truly create a level playing field for all individuals. By going beyond just meeting hiring quotas and actively promoting a culture of diversity and inclusion, organizations can truly harness the benefits that a diverse workforce brings.
Embedding DEI Throughout The Organization
This requires a comprehensive and sustained effort that goes beyond just surface-level initiatives. It involves weaving DEI principles into the fabric of the organization, from top leadership to every employee at all levels. This means creating a culture where DEI is not just a box to check off, but a fundamental value that guides decision-making, policies, and practices.
To truly embed DEI, organizations must provide ongoing training and education for all employees to increase awareness and understanding of different perspectives and experiences. Leaders should lead by example, actively promoting and advocating for DEI in all aspects of the business. Regularly assessing and evaluating DEI efforts through metrics and feedback mechanisms can help ensure that progress is being made and that any areas needing improvement are identified and addressed promptly.
Utilize Metrics
By collecting and analyzing data on key performance indicators related to DEI initiatives, such as employee satisfaction, retention rates, promotion rates among underrepresented groups, and diversity in leadership positions, you can effectively measure the success and effectiveness of your efforts. These metrics provide concrete evidence of the positive impact of DEI on the workplace culture, employee engagement, and overall organizational performance. Additionally, sharing these metrics with stakeholders and leadership can help reinforce the importance of DEI and drive continued support and investment in these initiatives. By regularly tracking and reporting on these metrics, you can showcase the tangible benefits of prioritizing diversity and inclusion in the workplace.
According to a Gallup Report, employees that feel connected to the culture are 3.7 times more likely to be engaged at work, 68% less likely to feel burned out and 55% less likely to be looking for work somewhere else. It appears, getting DEI right has benefits for everyone, including the business itself.
DEI is here to stay. Organizations will continue to uncover and address their obstacles to fostering inclusion and workplace equity.
