The Importance of DEI and Why it Matters
DEI in the workplace is a theoretical framework that aims to promote the fair treatment and full participation of all employees, especially those who come from historically marginalized and under-represented groups.
A diverse workplace is an important asset since it acknowledges the individual strengths of each employee and the potential they bring. Valuing the differences of others is what drives a successful, thriving workplace and a positive company culture.
To practice DEI, it is important that employers understand the people within the organizations that live, look, and act differently from them without creating any biases that would harm the work environment.
In this article, we will talk about the impact of DEI in the workplace, how to build a DEI-Inclusive workplace and highlight the best practices for promoting DEI.
What is DEI?
DEI stands for diversity, equity and inclusion. DEI initiatives are any polices or practices designed to make everyone feel welcome and ensure they have adequate support to perform at their best in the workplace.
Diversity is a term that refers to a variety of different characteristics within a group of people. In the workplace, diversity could mean different characteristics in race, ethnicity, gender, gender identity, sexual orientation, age and socioeconomic background.
Equity is the quality of being fair and recognizing that every individual has different circumstances and experiences, but resources and opportunities are allocated to reach an equal outcome.
Inclusion is the practice of making people feel a sense of belonging at work and making sure that everyone has their voices heard.
Combining these three elements, DEI recognizes the value of diverse voices and emphasis that company success stems from inclusivity and employee wellbeing.
Closing the barriers between company objectives and creating diverse teams in an inclusive environment where everyone feels welcomed. Connecting the dots between business objectives and creating diverse teams in an inclusive environment, where people feel a sense of belonging, is primary business case for DEI.
The Impact of DEI on the Workplace
There are many advantages to incorporating DEI initiatives into the workplace. The following are explanations of different ways in which DEI is beneficial to your company:
Improved workplace culture and employee satisfaction: When employees feel safe and secure in their workplace, they are more likely to be committed to their work and less likely to quit their jobs.
Employees that feel empowered in their job are more likely to feel happy and content in the workplace. This increases confidence levels that lead to innovative ideas. Implementing DEI practices allows employees to be themselves and be celebrated for who they are.
When there is a positive work environment, employees feel more connected and open-minded, which can lead to a stronger sense of community and belonging.
Increased creativity and innovation: Having different perspectives from colleagues from varying walks of life ensures that your team approaches a problem from multiple angles, which can aid in problem-solving at a fast rate.
DEI initiatives provide an opportunity for personal growth, where participants can contribute to the conversation by offering ideas and solutions. There is no better feeling in the workplace than when employees can come together and engage in meaningful discussions about diversity and inclusion, which then allows the team to feel like their opinions are trusted and not ashamed, and that their voices matter.
When members can productively work together, it sparks creativity, open-mindedness, and empathy.
Better decision-making and business results: The benefits of DEI are not only for the employees but also for their companies’ success rate. DEI plays a key role in job performance and inculcates moral values in the work environment.
The decision-making process improves drastically when a diverse workforce is prioritized, as it is no secret that a diverse team will make relatively better problem-solving decisions than a single employee or like-minded individuals.
When everyone feels a sense of belonging, team members feel inspired and driven to work harder, increasing productivity and business success.
Building a DEI-Inclusive Workplace
Developing a DEI strategy: DEI strategies are important for both companies and employees as it leads to increased positive engagement and success among colleagues and an opportunity to achieve higher levels of company growth and satisfaction.
Everyone has a role to play as allies when it comes to creating a company that has an inclusive work environment that is equitable and diverse and having strong DEI strategies are effective ways to do so.
When DEI strategies are implemented, employees feel comfortable in sharing unique perspectives, and they respect one another’s individual needs and support. They are able to reach their full potential without any limits.
Encouraging diversity and inclusion at all levels of the organization: Not only is a diverse front-line work team essential, but employees coming from all levels of the organization (including having a diverse board of directors) are also vital to achieving success.
An all-around diverse company includes a variety of perspectives, skills, ages, abilities, genders, cultures and ethnicities. This translates into effective decision-making, guidance, and risk management and creates a safe work environment for everyone.
Fostering an inclusive workplace culture: Creating an inclusive environment is something teams, both big and small, need to take into consideration so everyone is welcome, involved, and more willing to share their ideas. As a respectful employee, it's important to ensure your colleagues feel comfortable during conversations, meetings, when they are in their office space, during break times, etc.
By being an inclusive leader and inviting other thoughts and suggestions instead of just your own, you also show your team that you value their insights into forming new ideas and solving problems.
Be sure that team meetings and any information sent out to the team are accessible and accommodating. This helps employees view themselves as an integral part of the company and instills a greater sense of ownership.
Best Practices for Promoting DEI
Providing DEI training and education to employees
Diversity training enables workplaces to become more diverse, equitable, and inclusive, particularly for employees from underrepresented and/or marginalized communities. DEI training is typically meant to increase employees’ awareness of inequality and bias through education and resources, recognize and unlearn implicit bias, and influence how employees behave and communicate with each other.
The practical nature of DEI workshops can also be the catalyst for change within the organization, including the modification of policies and practices to help limit discrimination and exclusion. Diversity training can be delivered to accommodate everyone’s learning styles and increase accessibility in the workplace through awareness-based and skill-based training, workshops, seminars/conferences and E-learning courses.
Encouraging open and honest conversations about DEI
Creating a safe space where team members feel assured to share their opinions means that trust must be built in order to have difficult yet meaningful DEI conversations. This can be done by being open and transparent about goals and expectations and recognizing your implicit biases.
By facilitating DEI conversations in the workplace, employers create a welcoming environment for teams to ask and answer thought-provoking questions while being educated on how to discuss DEI topics in healthy, respectful ways.
When encouraging DEI conversations, remember to:
Set the stage and make guidelines: Giving employees advanced notice on any mandatory DEI discussion will allow them to prepare discussion questions or think about concerns they may wish to share.
Listen more than you speak: Active listening, creativity, and appreciation for diverse perspectives are several ways cultural competence may be displayed in the workplace. Encourage employees to respectfully listen to their colleagues' lived experiences before offering insight.
Rather than listening to respond, you are listening to understand. This practice reduces the risk of miscommunication and shows others that you genuinely care about what they are saying. Empathy and support from a workplace can significantly improve employees’ mental health and create a positive and welcoming environment.
Check your privilege: If you are not considered a part of a historically marginalized group, you will never fully understand the experiences of those who face discrimination and microaggressions on a regular basis. It is important to pay attention to your own biases and to analyze your own internal stereotypes, contributions to being an active ally, and your relationships with people of color.
Remind everyone of the common goal: Everyone is working toward true equity, inclusion, diversity, and becoming better people both in the workplace and in their community. Although seeing change and progress right away is satisfactory, it does not happen quickly. Any effective change in the workplace will take time, but ultimately, this change will be worth it.
Learning from each other will always be an ongoing effort, and it is important to remember that we all make mistakes and nobody is perfect. Everyone comes from different backgrounds and experiences; some may learn faster than others. Always be patient, kind, and understanding to all colleagues in any given situation.
Implementing anti-discrimination policies and procedures: A company that is strict with its DEI policies forms a work environment which encourages and supports equity and fairness and eliminates prejudice and discrimination.
Having inclusive policies and practices holds all employees accountable for the actions they make and makes sure that everyone is protected of their dignity and rights. Inclusive policies and practices must be kept up-to-date and constantly re-evaluated in case any changes must be made.