You’ve probably heard about diversity, equity, and inclusion (DEI) initiatives in the workplace. There has been a lot of “buzz” about these initiatives in recent years, but DEI is not just a buzzword. While major companies like Google, Microsoft and Apple have dedicated diversity initiatives they report on each year, companies both big and small are discovering the importance of diversity and inclusion. Some of the benefits include:
- More employee engagement – Gallup research shows that employees in an inclusive workplace are more engaged, demonstrate more advocacy for their company and have a higher retention rate.
- Greater innovation – A diverse workplace brings fresh perspectives and more ideas to the table, which can lead to better problem-solving and decision making, as well as higher revenues.
- Better performance – According to Gartner, 75% of organizations that have diverse and inclusive decision-making teams were projected to exceed their financial targets. And companies that have gender-diverse executive teams are 25% more likely to have above-average profitability.
- Increased talent – Over 40% of job seekers care about diversity and inclusion when considering job offers, and 80% of respondents in a CBNC survey said they want to work for a company that values DEI efforts.
Despite the strong business case for DEI initiatives, companies are still slow to build diverse workforces. It takes more than good intentions: It starts by understanding exactly what inclusivity means and then taking steps to develop it in the workplace.
What does DEI look like?
Companies that achieve workplace diversity employ people from various backgrounds based on gender, race, age, ethnicity, disabilities, and sexual orientation. An inclusive environment “involves deliberate efforts to create a workplace environment where every employee is respected and empowered to contribute equally, as well as be supported with access to the same resources and opportunities, regardless of individual demographics.”1
How can you build an inclusive workplace environment?
There are many steps a company can take to create an inclusive workplace. One of the best places to start is by putting your goals down in writing. Having a stated mission, with specific steps and timelines will help keep you on track. Then include these proven strategies in your plan:
- Begin with diverse hiring practices: Whether we want to admit it or not, everyone has some type of unconscious bias. To reduce this type of bias in the recruiting and hiring process, we need to constantly learn to question our beliefs about people with different backgrounds and debunk common stereotypes. In addition, implementing blind recruitment tools and diverse interview panels, as well as using inclusive language in job posts can improve the hiring process. You can also increase your diversity hires by participating in diversity job fairs and connecting with organizations that represent minorities.
- Provide education and training to all employees: As mentioned, we all tend to have some unconscious bias. Helping people learn to recognize this and providing training on how to communicate with respect can go a long way toward creating a positive, inclusive culture.
- Start at the top: DEI initiatives are destined to fail without commitment from the company’s leadership. Leaders must “walk the talk” and lead by example. This includes setting measurable goals and holding themselves accountable. For instance, at Time Warner, they instituted a tracking and reporting system to measure progress against the diversity and inclusion goals for each division. Leaders were held accountable with 10% of their bonuses tied to these goals.
- Implement inclusive policies: Policies that promote inclusivity, such as flexible working arrangements, anti-discrimination guidelines, and accommodations for employees with disabilities are key to creating an inclusive work environment. (To learn more about providing accommodations for disabled employees, click here.)
- Form Employee Resource Groups (ERGs): These groups bring together employees with similar backgrounds or interests so they can connect and support each other. ERGs can also help with recruitment efforts, provide valuable feedback to leadership, and enhance a company’s reputation within the community.
- Provide support and resources: To help minorities or those who are differently abled succeed and contribute to your company, consider offering mentoring or sponsorship programs, mental health resources, and career guidance. For instance, research from the Harvard Business Review found that women of color who have sponsors are 81% more likely to be satisfied with their career progression. Of course, these resources can benefit all employees!
- Celebrate diversity: Recognition is a key factor in making people feel like they belong. With that in mind, recognizing and celebrating cultural events and milestones to show appreciation for the diverse backgrounds of employees is a great way to foster inclusion.
Of course, DEI initiatives are not a “one and done” thing. Once you’ve developed and embarked on DEI initiatives, it’s important to continually assess your progress through employee surveys, and then make any necessary improvements. Studies show it will be worth the effort: Diverse teams are stronger, higher performing, and more innovative. And creating an inclusive work environment can not only improve employee engagement but also bolster the satisfaction of all employees.
We’re Here to Protect Your Rights
Unfortunately, while many companies are making efforts to improve diversity and inclusivity, discrimination and harassment in the workplace is still common. In fact, one study found that 70% of all workers and 86% of Gen-Z workers have experienced prejudice or bullying at work. Discrimination and abuse in the workplace can come in many forms, including unfair hiring practices, unfair treatment within the workplace, and harassment or denial of opportunities based on someone’s racial or ethnic background, age, gender, or disability. There are laws against discrimination and harassment, which are enforced by the Equal Employment Opportunity Commission (EEOC). However, it can be difficult to navigate these laws and get employers to comply without legal help. An experienced attorney can help you determine whether you have a case, file a complaint, gather and present evidence, and get a successful outcome. If you or a loved one has experienced workplace discrimination or harassment, call us for a free consultation.
