Cultivating Diversity, Equity & Inclusion in the Workplace
Diversity, equity and inclusion has gained sincere traction in recent years, as organizations are working diligently to ensure that these key areas are satisfied and celebrated within the workplace.
Many workplaces are pouring much of what they have into their DEI programs, and it shines through their various strategies and initiatives!
In this article, we explore:
DEI vs Marginalization in the Workplace
To understand the justification and need for DEI in the workplace, we must first step back and take a look at marginalization in the workplace. By definition, marginalization is the act of treating a person or group as insignificant by isolating and disempowering them, is a pervasive issue in our society.
When marginalization occurs, essentially individuals or groups are pushed away from the center of the circle, regulating these minorities to the margins of society, which essentially strips them of their power and influence.
Marginalized communities cover a large spectrum of individuals. Some examples include: women, people with disabilities, LGBTQ+, people of color, indigenous peoples, and those from lower social-emotional backgrounds.
In fact, systemic oppression and discrimination results in disenfranchisement and limited access to opportunities with discrimination serving as the primary driver. From overt acts of prejudice to subtle microaggressions, this perpetuation of discrimination occurs most often within vulnerable populations, perpetuating inequality.
Work environments are not immune to the effects of marginalization. A recent study across six countries found that 66% of employees from marginalized racial and ethnic groups experienced racism at work. Oftentimes, leaders who hold a lot of power, or certain groups will perpetuate this marginalization, while those who are affected lack the influence to challenge it.
Marginalization in the workplace can take many forms such as: unequal resource allocation, discriminatory behavior, and even microaggressions. These acts can take a true toll on the mental, physical, and emotional well-being of those who experience this treatment. In fact, individuals who experience this level of marginalization may face heightened anxiety, isolation, and feelings of inadequacy.
It is imperative to find the right tools to stop this process, resulting in a more just and equitable workplace society. In a recent LinkedIn study, “companies with a DEI team were 22% more likely to be seen as an industry leading company with high-caliber talent”.
🔦Spotlight: Companies That Successfully Implement DEI Practices
For starters, let’s take a look at some of the companies that are doing DEI programs serious justice - learning how they make themselves leaders in this ever increasingly important field.
Progressive Insurance: Leading the Way in Holistic DEI Practices
For Progressive, DEI isn’t merely a program; rather it is a holistic approach which is embedded in the fabric of the organization. Throughout the last 15 years, Progressive has been dedicated to fostering an inclusive culture where each and every employee feels valued and empowered.
Progressive’s DEI director, Marisa Afzali, emphasizes the company’s commitment to actively seeking new talent from diverse backgrounds which results in more equitable opportunities for all employees.
Progressive’s initiatives extend well beyond gender and race, all of them encompassing characteristics such as sexual orientation, socioeconomic background, and ability status. One notable initiative is the “Chosen Name” program which permits employees to use their preferred names in the workplace. Next to this, Progressive prioritizes affordable healthcare for all employees, offering premiums for entry-level roles and lower-income brackets.
TD Bank: Embedding DEI in Organizational Culture
Just behind progressive, TD Bank also holds an unwavering commitment to DEI. TD Bank highlights the company’s culture of inclusivity which is evident in its planning, execution, and decision-making processes.
TD Bank sets employees up for success with extensive workshops, learning tools, and varying programming to promote and cultivate cultural awareness and an inclusive environment for all.
Cleveland Clinic: Creating a Sense of Belonging
Another company showcase for DEI is Cleveland Clinic, who promotes with pride a sense of belonging. Their mantra, “We must be empathetic to be inclusive” sets the tone for the important work they have promoted around this topic. Cleveland Clinic emphasizes the importance of cultivating this sense of belonging through various initiatives like employee resource groups and talent coaching.
Cleveland Clinic also keeps a pulse check on varying compliments and concerns of their employees by allotting employee surveys. These surveys reflect employee satisfaction through their strong sense of belonging, which results in a high level of retention and engagement for all employees within the company.
What Does DEI Look Like at Work?
🔑The Role of Leadership in DEI:
So how do these showcase companies provide the pivotal role in setting the tone for DEI? For starters, building and establishing effective leadership! In fact, a strong leadership within a company is essential for establishing priorities and fostering a sense of inclusion within their organizations.
Strong leaders will set the tone by signaling to employees that the DEI initiatives are integral to the company’s values and goals. More than just elaborating on this fact, strong leadership will also work to establish strong priorities: setting goals, allocating resources, and forging an action plan to address specific areas where the organization needs to improve DEI.
Additionally, when leaders within an organization demonstrate an unwavering commitment to DEI principals, this powerful message is displayed to employees that these initiatives are not merely made from lip service, but rather they are completely necessary for an organization’s values and mission. Having this level of support from leadership trickle down to employees at all levels to actively engage in DEI efforts, they become advocates for change within their own departments and teams.
Furthermore, research indicates that organizations with diversity in their leadership teams are more likely to prioritize DEI initiatives, achieving positive outcomes. When leaders are built from diverse backgrounds, they bring unique angles on company policy all while showcasing the importance of these principles on a larger scale.
As a result, employees feel more motivated and empowered to participate in these DEI initiatives. Before long, the organization is becoming more motivated and empowered to participate in DEI initiatives, leading to engagement and collabs within and across the organization.
📝The Impact of DEI Training and Education:
Taking time to invest in DEI training and education is critical for building awareness, empathy, and cultural competence among employees. By arming employees with the knowledge and skills needed to navigate diverse work environments, organizations are able to foster a larger understanding and appreciation of different perspectives.
DEI training programs are able to cover various topics like unconscious bias, inclusive leadership, cultural competency, and empowering employees to create much more inclusive and equitable workplaces.
As DEI training programs are being implemented, organizations should take the time to prioritize accessibility, relevance, and inclusivity. Training sessions should be tailored to the specific needs and experience of all employees, while simultaneously addressing common challenges and biases that hinder diversity and inclusion efforts.
Organizations should continue to improve and update their ongoing support and resources which will only aid to reinforce learning and encourage continuous growth and development.
📢The Role of Employee Resource Groups (ERGs):
Employee resource groups (ERGs) play a vital role in promoting diversity, equity, and inclusion within organizations. ERGs provide employees with a platform to connect, collaborate, and advocate for underrepresented communities.
By fostering a sense of belonging and community among employees, ERGs can help create a more inclusive workplace culture where all individuals feel valued and supported.
To maximize the impact of ERGs, organizations should provide adequate resources, support, and recognition for these groups. Leaders should actively engage with ERG members, seeking input and feedback on DEI initiatives and organizational policies.
Additionally, organizations can leverage ERGs as a source of talent development and leadership pipeline, providing opportunities for members to take on leadership roles and contribute to strategic decision-making processes.
📈Measuring Progress and Accountability in DEI:
Progress measuring and accountability is crucial for assessing the effectiveness of DEI initiatives and driving continuous improvement. Organizations must establish clear goals, metrics, and benchmarks which will evaluate DEI outcomes and track progress over time.
By regularly collecting and analyzing data on representation, employee engagement, and organizational culture, organizations can identify areas of strength and areas for improvement in their efforts surrounding DEI.
⚖️The Importance of Transparency and Reporting:
Transparency and reporting are critical for fostering accountability and trust within organizations. Leaders should regularly communicate updates on DEI initiatives, share insights from data analysis, and solicit feedback from employees.
By being transparent about successes, challenges, and areas for improvement, organizations can demonstrate their commitment to DEI and inspire confidence among employees, customers, and stakeholders.
Top 5 Tips for DEI in the Workplace
Create a DEI Committee:
By taking the time to establish a DEI committee, you are able to focus your organization’s DEI efforts. This committee can be responsible for goal setting, developing various strategies, implementing new policies like creating a land acknowledgment, and implementing initiatives to promote DEI within the workplace.
By bringing employees together from different areas in your company, you can ensure many different perspectives are being represented, which ultimately will create more buy-in across the company.
Reduce Bias:
Calling attention to bias is imperative for creating an inclusive workplace where all employees feel valued and respected. Taking time to provide training and resources will help employees to recognize and challenge their own biases.
When you encourage open dialogue about biases within the workplace, you will begin to eradicate these biases and promote an equitable environment where each employee has an equal opportunity to thrive. Need more help to identify how you can harness your ally powers? Check out these books!
Be Accountable:
Hold leaders and employees accountable for all of their actions and behaviors as they relate to DEI. When you take the time to establish clear expectations for inclusive behavior and communicate the consequences of failing to meet those expectations.
Measure Your DEI Efforts:
To effectively track progress and identify areas for improvement, it is crucial to measure the impact of your DEI initiatives. Start by checking out our Free DEI Survey to gauge where you are at. From here, begin to track new measures as you start to implement them.
By implementing metrics and solid data collection, you can ensure that your evaluation of diversity, equity, and inclusion efforts within the organization are being satisfied. While you build this data, you can use it to inform decision-making which will help you to adjust strategies as needed to drive positive outcomes.
Promote Inclusion:
Taking the time to foster an inclusive workplace culture where all employees feel valued, welcomed, seen, and respected is a great step towards a more diverse and equitable environment. As you begin to create policies and practices around open communication, collaboration, and participation from all members, you will ensure that everyone has the right access that they need when it comes to professional development, and career advancements.
These skills will help your company to put more DEI practices into place, and in return you will start to lay a solid foundation for building a more diverse, equitable, and inclusive workplace culture.
🛻Moving Forward: Cultivate DEI in The Workplace
To wrap things up, cultivating diversity, equity, and inclusion in the workplace is a multifaceted endeavor that requires proactive leadership, strategic investments, and ongoing commitment from all stakeholders.
By prioritizing DEI initiatives, organizations can create more inclusive and equitable workplaces where every individual feels valued, respected, and empowered to succeed.
Through effective leadership, comprehensive training programs, active engagement with employee resource groups, and transparent reporting mechanisms, organizations can drive meaningful change and create a positive impact on employees, customers, and communities.