You have probably heard a lot of talk about DEIB in the past couple of years and are wondering what DEIB actually is and how it can improve your workplace. 

DEIB is an acronym that stands for Diversity, Equity, Inclusion & Belonging; all four of these words are a pillar or values that are integrated and practiced to create safer workplaces for underrepresented groups. 

Diversity refers to the presence of differences in race, ethnicity, gender, gender identity, sexual orientation, age and socioeconomic background. Equity ensures that processes and programs are impartial, and fair and provide equal possible outcomes for every individual. Inclusion is the practice of making people feel a sense of belonging at work.

In short, DEIB as a practice involves the successful integration of all three of these values. 

 

Why DEIB is important in the workplace?

Implementing DEIB policies and programs in your workplace can allow you to tap into the full potential of your organization. 

A recent study found that organizations that exhibit diversity in their staff are 35% more likely to outperform less diverse organizations. Similarly, these organizations brought in an increase in revenue, customers and profit. 

Many DEIB programs and policies are created with the employee experience in mind, and this ensures that all employees’ experiences, perspectives and needs are considered and voiced in the workplace. This process allows all employees to have a seat and voice at the table, leading to higher workplace happiness and job satisfaction and reducing employee turnover.

DEIB programs help employees understand one another, leading to more collaboration and innovation. Ultimately, organizations that prioritize equity-driven policies experience an increase in morale, trust and engagement, which ultimately benefits your organization's overall goals.

When considering integrating DEIB practices into the workplace, it’s important to keep in mind that this involves a lot of hard work, education and unpacking. 

Understanding unconscious bias:

Unconscious biases are subconscious, pre-existing stereotypes and attitudes that are formed through your own lived experience (education, upbringing and environment) and impact how you perceive and judge other individuals, groups and lifestyles.

Your unconscious biases tend to play a huge role in how you treat and perceive others, which negatively impacts how others experience and progress in the workplace. Unconscious biases will often act as obstacles in recruiting and hiring, performance evaluations and promotions. 

Strategies for recognizing and addressing unconscious bias:

• Self-assess and reflect on personal bias and the potential for stereotyping. Question stereotypical thoughts and actively work to counteract them.

• Incorporate specific implicit bias training in educational and practice settings.

• Understand what unconscious biases are and how they present in various environments as well as how to recognize them in yourself and others.

• Implement policies and practices that prioritize diversity and inclusivity.

Building a diverse and inclusive workforce:

1.  Evaluate your employee population: Identify where your diversity gaps are. Use analytics to look at your current employee population and examine headcount by gender, race, etc. From there, you can work with recruiters and HR professionals to build out demographic targeting strategies.

2. Highlight your commitment to DEIB: Today’s employees want to know where you stand and value transparency. Make sure to highlight your organization's work in DEIB and have a clearly defined mission statement and goals.

Strategies for creating an inclusive work environment:

1. Consult your employees: No one will have better insight into your workplace than your employees. Assess what your employees’ needs are, and where do they need support. Does everyone feel included? What’s important to them? This is a crucial first step in any DEIB program.

2. Consult the experts: The DEIB industry is growing and is full of individuals with unique lived experiences and education that can help you successfully integrate DEIB policies throughout your organization and even help attract more diverse talent.

3. Establish goals and vision:  Once you better understand the gaps and needs of your workplace, you can work with your team to build goals, benchmarks and a vision statement. This will help your workplace and you to hold yourselves accountable in your DEIB journey.

Ways to promote diversity and inclusion in the workplace:

1. Pay transparency and pay equity: Pay equity requires employers to identify and correct the gender discrimination that may be present in their pay practices.  

2. Highlight all holidays and occasions: An inclusive approach to Holidays will help your employees feel seen and represented in your workplace policies. 

3. Implement DEIB training schedule: Continued education and training sessions will let your employees know that you value and see the importance of DEIB. 

4. Engage with employees: To cultivate a sense of belonging and inclusivity in the workplace, it’s important for organizations to include their employees in conversations and decision-making and encourage space for open conversations. 
   

Importance of cultural sensitivity in the workplace:

For today’s ever-diverse workforce, cultural sensitivity is important in any professional or personal setting. The way your employees feel and experience the workplace plays an important role in their happiness and comfort levels. A workplace that has successfully created a culture of sensitivity will notice their employees feel more comfortable speaking up and interacting with one another and will collaborate with ease- this will inevitably lead to more innovation, higher employee engagement and improve employee relations.

What is a culture of belonging?

How do you know your employees feel like they belong and are included? Generally, a workplace with a strong culture of belonging is one where employees feel appreciated, valued and heard at the workplace, and there is genuine space to build meaningful relationships and experiences in the workplace. 

How do you create a sense of belonging? 

Creating a sense of cultural belonging in the workplace involves a combination of intentional actions and ongoing efforts to create an inclusive environment where everyone feels valued and respected. Here are some ways to create a sense of cultural belonging in the workplace:

1. Foster an inclusive environment: Ensure that everyone feels welcome and included in the workplace. Encourage open communication and create opportunities for team members to share their thoughts and ideas.

2. Celebrate diversity: Recognize and celebrate team members' diverse backgrounds, experiences, and perspectives. Consider organizing cultural events, celebrating holidays, or showcasing different cultural traditions.

3. Provide cultural sensitivity training: Offer training and education to help team members develop cultural competence and sensitivity. This can help team members better understand different cultures and perspectives and create a more inclusive workplace.

4. Create opportunities for connection: Foster relationships between team members by creating opportunities for informal socializing, team-building activities, or mentorship programs. Encourage team members to get to know each other on a personal level.

5. Encourage feedback and accountability: Ensure that team members feel comfortable sharing feedback and ideas, and create processes to address any concerns that arise. Hold team members accountable for creating and maintaining an inclusive workplace culture.

6. Lead by example: Set the tone for inclusivity and cultural belonging by modelling inclusive behaviour, language, and actions. Leaders and managers should prioritize creating an inclusive culture and hold themselves accountable for creating and maintaining that culture.
   

The benefits of fostering a culture of belonging:

By creating an environment where employees feel connected, valued, and supported, organizations can improve engagement, retention, diversity, creativity, and well-being.

1. Increased engagement and productivity: Employees who feel like they belong in their workplace are more likely to be engaged in their work and more productive. When employees feel connected to their colleagues and the organization, they are more motivated to contribute to the team's success.

2. Improved retention: A culture of belonging can help organizations retain top talent. Employees who feel like they belong are more likely to stay with their current employer and less likely to look for opportunities elsewhere.

3. Increased diversity and inclusion: A culture of belonging can help attract and retain diverse talent. Employees who feel like they belong are more likely to recommend their workplace to others, including those from underrepresented groups.

4. Improved creativity and innovation: A culture of belonging can foster an environment where employees feel comfortable sharing their ideas and perspectives. This can lead to increased creativity and innovation, as employees are more likely to bring their whole selves to work and share their unique insights.

5. Improved well-being: A culture of belonging can positively impact employees' mental health and well-being. When employees feel like they belong, they are less likely to experience stress and burnout and more likely to feel supported and valued.

Organizations that prioritize DEIB in the workplace by addressing unconscious biases undergoing cultural sensitivity training and working to create a culture of belonging ultimately experience an increase in employee happiness, leading to positive business outcomes.

By prioritizing DEIB, your workplace contributes to a more just and equitable society.