Imagine a world where your workplace is vibrant with diverse ideas, experiences, and ethnicities. That's the power of diversity, equity, and inclusion (DEI). Far from being a momentary trend, DEI is the heart of an enriching and harmonious workplace culture.
As of 2023, we still find individuals demanding to be treated humanely, urging companies and society to appreciate and respect the various spectrums of humanity regardless of age, race, gender, or sexual orientation.
As per Deloitte's Global 2023 LGBT+ Inclusion at Work Report, a distressing 42% of the 5,474 respondents disclosed experiences of non-inclusive behaviors within the workplace, causing many individuals to be apprehensive about revealing their true selves at work.
Studies and real-world experiences have consistently proven that implementing DEI (Diversity, Equity, and Inclusion) practices leads to companies generating more innovative ideas. This is not just because diverse teams bring a myriad of perspectives to the table. But, more importantly, when a DEI strategy is implemented correctly, it creates an environment where every employee feels valued, welcome, and respected, and as an extra benefit for the company, it helps retain top talent. This not only gives companies a strategic edge over their competitors but also significantly strengthens their workplace culture.
What is DEI?
It's quite common to find the terms diversity, equity, and inclusion bundled together and used as if they were synonymous. However, each term carries a unique significance that distinguishes it from the others.
To break it down in a simpler way, let's think of Diversity as the practice or quality of including individuals from different ethnicities, sexual orientations, abilities, religions, and other dimensions of diversity that contribute to unique identities.
Moving on to Inclusion, refers to the active and intentional engagement of every member within a community or population, ensuring everyone feels valued and heard.
Lastly, Equity speaks to the fair and impartial treatment of all individuals, irrespective of their identity or how they choose to express it.
Each element of DEI holds a unique significance, and they are deeply interconnected. Yet, it would be a misconception to assume that the presence of diversity automatically ushers in inclusion and equity. These are distinct elements, each requiring individual attention and nurturing, to truly work together to forge a positive workplace.
"DEI is not a luxury, it's a necessity. The more diverse our teams, the more innovative and effective our work will be."
How Can We Boost DEI Practices?
1. Recruit and promote diversity from a diverse team
While it's essential to have a varied pool of candidates, achieving a truly inclusive workplace that demands more from the internal HR team. The secret ingredient? A diverse hiring panel. Why? It guarantees an unbiased and fair selection process, ensuring everyone gets a fair shot at proving their worth.
2. Continuously educate and involve staff in DEI initiatives
While diversity and unconscious bias training have become staples in many workplaces, their impact often falls short of expectations. The problem of the matter is that if DEI training sessions are framed as passive lectures, they may elevate awareness, but they're unlikely to truly inspire behavioral shifts. To truly ignite change, training must be engaging, continuous, and woven into a broader organizational conversation.
3. Examine the Representation of Board Members and Executive Teams
It's vital for your board and executive team to reflect a rich diversity, a spectrum of perspectives that ignites innovation and fosters growth. If this is not a reflection of your current executive team, it's time to make changes.
However, be cautious. Avoid assigning individuals to leadership roles purely for the sake of diversity. Without first cultivating a culture of belonging, placing individuals in these positions merely to check off the diversity and inclusion box could set these leaders up for failure.
4. Hold Leadership roles accountable
For a DEI strategy to truly take root and flourish in an organization, it requires more than just a plan. The key lies in the hands of the organization's leadership board. Their willingness to embrace this strategy, make room for it in the organizational culture — as employees are naturally inclined to turn to their leaders for direction and guidance, they are more likely to invest their efforts in DEI when they perceive their leaders as fellow catalysts of change. Thus, inspired leadership is essential for sparking this transformative change within an organization.
5. Confront behaviors that lack inclusivity
Employers bear the responsibility of fostering a workplace where inappropriate behaviors are not tolerated. When these behaviors occur, it's crucial that all employees feel empowered to speak out without fear of repercussion. This requires the organization's leadership to convey a clear and unwavering message, coupled with education about these behaviors and their detrimental effects. Actions must be taken promptly and appropriately if such behaviors are discovered.
6. Ensure that benefits and programs are inclusive
Review your employee benefits programs and initiatives to confirm their effectiveness in supporting your entire team. For example, consider implementing flexible work hours and caregiver aid, such as allocated nursing areas or psychological support. These resources can significantly assist individuals in balancing work and personal responsibilities, enabling them to contribute to their full potential.
7. One step at a time
Though the path of implementing best DEI practices may seem overwhelming, remember, it's all about taking one step at a time. Picking just one approach and executing it effectively can significantly propel your company onto the path of progress.
What are the Steps in Crafting a DEI Strategy?
While there isn't a universal solution for crafting a DEI strategy, as it depends on the unique needs of each organization, there are certain fundamental steps that any business can follow:
- Evaluate your organization's existing DEI landscape.
- Pinpoint areas in need of enhancement.
- Carve out a strategic plan of action, marking specific goals and objectives.
- Implement your plan, ensuring regular effective check-ins over time.
- Instill accountability to maintain adherence to the set goals.
By embracing these steps, leaders and HR members can curate an effective DEI strategy, one that not only bolsters their business but also nurtures a more inclusive work environment.
Our commitment to DEI
Here at Elaniin, we don't shy away from acknowledging the reality: there's still internal work to do on our journey toward comprehensive Diversity, Equity, and Inclusion. Yet, our commitment to upholding our core values fuels our continuous drive to enhance our DEI practices.
Our cornerstone value of Authenticity serves as a constant reminder of our mission: to create a work environment where everyone feels comfortable and empowered to bring their genuine selves to work.
At Elaniin, 99% of our employees say they are treated fairly regardless of their age, race/ethnicity, gender, or sexual preference.
— Trust Index© Survey by GPTW
While significant strides have been made to promote Diversity, Equity, and Inclusion in recent years, we recognize there is still much ground to cover. It is not just a fleeting trend but a necessary evolution. A journey that requires dedication, perseverance, and relentless commitment. Every step we take towards fostering an inclusive workspace is a step towards eradicating feelings of 'only-ness' and discrimination.
It is a call to action for us all—to nurture a workspace where diversity is celebrated, equity is the norm, and inclusion is the culture. Let us make 2023 the year we collectively push for significant strides in DEI, making it not just a crucial matter, but a fundamental aspect of every organization. The future of the workplace depends on it.