While most of us understand diversity and inclusion and how it affects our world, we should also be mindful to practice and express the concept in our daily behavior and interactions.
Let’s Talk About Diversity
What does it mean?
Simply put, ‘diversity’ addresses the many ways we are different: race, sex, gender, age, sexual orientation, disability, socioeconomic status, religious beliefs, etc. We should acknowledge and agree that all people, regardless of differences, should receive the same basic rights and privileges.
Equity
Merriam Webster defines “Equity” as “justice according to natural law or right specifically freedom from bias or favoritism.” So, what are we saying here? Equity is the fair and equal distribution or access to resources. Equity balances the social systems so that we all get the same opportunities regardless of how we differ and despite our situations.
Fortunately, equity creates opportunities for people who were historically denied or marginalized. For instance, handicapped parking spaces are closer to buildings and stores to allow easy access for disabled persons – putting them in position to utilize the same resources afforded others.
Inclusion:
Leveraging diversity and showing up as value is a benefit of Inclusion. It is the way we support and honor our differences to create a fair, healthy community where all individuals are respected and encouraged to feel engaged. Inclusion is when we embrace and practice accommodating people who were historically excluded.
Belonging:
The plan to make people feel welcome, regardless of their diversity. Belonging expresses the fact that no one feels as if their inclusion is questioned. It is a sense of acceptance – we all seek belonging, it is natural.
Equity, diversity, inclusion and belonging each have a different meaning, but they all work together with equity being the end game, the goal we strive to reach.
Where diversity and Inclusion focus on making all groups feel welcome, equity ensures access to resources—such as housing, education, food, jobs, and more—are unequally distributed.
How Do We Implement a Diversity and Inclusion Strategy?
These change initiatives must get support from the top of the organizational chart. Metrics relating to diversity and inclusion should carry equal weight in performance management for leaders. In larger organizations there could be a diversity officer who leads teams to manage and develop diversity plans.
Define Objectives
Begin with where you want to go. Leadership should set the expectations for a diverse work environment and culture. Create a business case for investing resources.
Figure out industry benchmarks and set an example as a diversity ally or leader. If resources allow, develop a DEI&B team to track and report findings. Utilize AI to uncover and understand the level of DEI&B intelligence within your organization.
Gather Data
After you have determined where the organization stands now, review reports from your internal systems such as HRIS and ATS to measure the demographics of the current workforce. Data from exit interviews and employee satisfaction survey results can also be helpful.
Define gaps
Pinpoint gaps and weaknesses between your current situation and your objectives and goals. Problem areas could be due to demographics, or your culture could lack opportunities to address diversity.
Artificial intelligence can reveal unconscious bias – from overlooking certain diverse applicants down to inequitable upskilling and promotion opportunities. Share findings with the workforce – transparency is key!
Plan Initiatives
Once gaps are found, figure out where you are and where you want to be. Update applicable policies and increase awareness thru events and training. Work to develop new skills. Create objectives, goals, and metrics to measure alignment and decide what success looks like. Ensure goals are widely communicated, SMART (specific, measurable, attainable, relevant, and time-bound) and clearly understood.
Make sure your initiatives are communicated in a way that has a positive impact on your brand. Let the community know of your improved diversity focus and engage with those organizations to increase your visibility.
Getting started
As with all changes, early communication and the methods used for launch will be critical. Try starting the plan at a senior level which shows support, and then involve leadership from the next levels on down. Clearly define roles and responsibilities, and keep the new goals in view thru meetings, newsletters, email, and other communications.
Educate employees via training that includes videos and team activities to show how, though diversity exists, all people have similarities, the same wishes, needs and most importantly, the same rights.
Help employees push through and challenge their earlier assumptions, discriminations, and biases toward people they do not consider like them. You want to promote awareness and start discussions toward change. Bias and discrimination are often not intentional, it is just perception.
Employee Resource Groups are an impressive way to promote diversity – these groups provide support, networking, and an overall feeling of belonging to those with shared characteristics.
ERG suggestions
- Race, color or national origin, or religion
- Culture, generation, age
- Sexual orientation
- Disabilities (speech, hearing, physical limitations)
- Family situations (single parents, working mothers, widow/widower)
Measure achievements and adherence
Assess outcomes against the established metrics. Check to see if there is an increase in groups previously defined as deficient and get feedback from recruiters to see if more diverse entities are applying and subsequently hired. Look at onboarding data to decide if your diverse hiring practices are working.
Employees expect leadership to have influence. Organizations must evolve or risk lower employee engagement and falling behind in eligible applicants, which could translate to unhappy customers and lost revenue.