How To Write a DEI Policy
Did you know that diversity in the workplace is linked to better business performance? In fact, gender-diverse leadership teams were 25% more likely to be profitable than organizations with the least diversity.
And it goes much further than that: companies with diverse teams are more likely to retain talented employees and come up with innovative solutions to problems. By having a clear set of commitments and policies to protect employees, we are setting mandates that lead to equitable treatment and a safer work environment overall.
What is a DEI Policy?
A DEI policy is a living document formally outlining an organization’s guidelines and commitments pertaining to diversity, equity, and inclusion. DEI policies cover a range of topics and play a crucial role in creating an unbiased, forward-focused work environment, serving as a foundational guide to cultivate respect and empathy amongst employees and employers.
DEI policies work best when they are paired with a clear vision, measurable goals and metrics, and accountability.
Decoding the 3 Lenses of DEI and Their Role In Shaping Your Policy
Before beginning the process of writing and reviewing DEI policies and frameworks, it’s important to understand the three lenses in which we draw from. These include:
Diversity
Equity
Inclusion
Now, let’s dive into what each of these lenses means.
Through A Diversity Lens
In DEI we are looking at different barriers people face at an organization. It is important to recognize that not all identities, specifically marginalized identities, face the same barriers to equity and inclusion during employment or participation in an organization's programs.
Diversity is an important aspect of a DEI policy that directly helps understand who we’re trying to remove barriers for, especially since solutions do not all look the same. Understanding how marginalized identities are impacted by policies and practices are a key strategy to writing with diversity in mind.
Through An Equity Lens
Equity means recognizing that we do not all start from the same place and must acknowledge and make adjustments to imbalances. This is sometimes confused with equality, which refers to everyone being treated equally.
In theory, equality would be great; however in our society we hold a variety of identities that enable or disable privilege, and we do not hold them equally.
This is why we prioritize equity. We are recognizing that we need to put systems and processes in place to mitigate barriers, and that sometimes systems have greater impact on certain identities.
Equity is about creating equal access to opportunities.
When reviewing policies and practices through an equity lens, we want to approach it through the lens of marginalized identities. We use the following framework:
Does a policy or practice perpetuate or dismantle historical barriers to marginalized identities?
Does a policy or practice disproportionately impact marginalized identities?
If disparities are identified, can they be mitigated or eliminated?
Does a policy ensure fair and consistent practices throughout the organization?
Are there hidden biases?
Through An Inclusion Lens
Inclusion involves creating a sense of belonging for all stakeholders through an organization’s policies and practices. Inclusion does not happen naturally, it is intentional.
When reviewing policies through an inclusion lens, we look at:
Using inclusive language
Clarity about an organization’s commitment and efforts towards DEI
Transparency in policy procedures and decision-making processes
Providing accessible options and formats
Inclusive Policies
When looking at policies through an inclusive lens, we recommend identifying which policies are missing to determine your organization’s needs.
Why are DEI Policies So Important?
Developing DEI policies and initiatives is an essential step in creating and maintaining a safe, inclusive workspace. Furthermore, equitable culture in the workplace also leads to increased innovation and improved overall financial performance.
DEI policies and initiatives align businesses to today’s workforce. The emerging workforce and future leaders are amongst the most diverse generation of people, coming from a variety of backgrounds, experiences, and modes of expression.
By training and acknowledging their differences, we move towards a work environment where current employees and new hires feel their work and personal values are aligned.
When employees feel valued, they thrive. It is crucial for inclusive workplaces to create a safe space where employees feel they are valued and respected for their unique contributions.
This may mean providing employees with additional training opportunities and finding innovative ways to recognize and appreciate your employees. When done correctly, this results in increased productivity, motivation, engagement, and employee retention.
Increased creativity and innovative approaches. By hiring from a diverse pool of individuals, organizations are able to draw from a variety of perspectives and ideals to solve problems and craft innovative strategies.
Combined with a respectful, safe space to share, employees will bring their true selves to work.
Overall improved company reputation. Glassdoor reports that 76% of job seekers report that they consider a diverse workforce to be an important factor when evaluating companies to submit resumes to.
This is especially true amongst Gen Z and Millennial job seekers, who are more socially conscious.
How to Effectively Implement Your DEI Policy
As with any internal change, organizations aim to implement policies that are effective, beneficial and, most of all, yield results that can be felt across the business.
This is especially true when it comes to reviewing internal DEI policies and practices. It often means investing financial resources and addressing employee reactions and challenges to this change.
When beginning the process of writing your diversity, equity, and inclusion policies, think about it as creating the fundamental framework for your team.
DEI policies steer us towards a positive workspace. When they are put in place with the help of experts, they are an essential tool that positively impacts a workspace.
Where Does a DEI Policy Fit Within a DEI Strategy?
While the phrases “DEI Policy” and “DEI Strategy” are often used interchangeably, they are not, in practice, the same.
In short, a DEI policy describes a set of principles that promote diversity, equity, and inclusion across an organization. Mentioned within these policies are an organization’s commitment to inclusive hiring practices, health and safety guidelines, as well as any anti-discrimination policies. Adhering to and achieving these policies effectively will guide the direction of a DEI strategy.
A DEI strategy describes the specific actions and initiatives an organization will utilize to achieve their DEI goals. Embedded within a DEI strategy are performance measurements and regular assessments of these practices, which may translate into updated policies.
DEI policies and DEI strategies work together to ensure an organization commits to diversity, equity, and inclusion both in principle and practice.
DEI Best Practices Checklist
Ultimately, when writing and reviewing your DEI policy, there are a number of considerations to make.
✅Do you clarify acronyms and abbreviations throughout the policy?
✅Are there definitions present to ensure clarity?
✅Where can language be simplified to be more inclusive and accessible?
✅Does the policy include gender-inclusive language?
✅Do you have clear policies on hiring and recruitment?
✅Are employees able to access the policy?
✅Is there a contact person that folks can reach out to for questions and concerns regarding the outlined policies?
✅Are there any biases present within policies?
