Valuing diversity, equity, and inclusion (DEI) in the workplace is of high importance for achieving success through people. And creating a high-performance organization. In today’s ever diverse business environment, for organizations to excel, they must pay attention to and show they value the diversity of employees and customers. And they must provide a seat at the table, an opportunity for voices to be heard equally, and a sense of belonging, to all people regardless of their identity and characteristics.
Infinite diversity in infinite combinations – Vulcan proverb
Employees who feel safe to speak up, know their voice is being heard, and have a sense of belonging, tend to be happier employees more engaged employees. And happy and engaged employees lead to happy customers. A positive employee experience leads to a positive customer experience. A win/win. If you want high engagement, people need to feel as though they can “bring their full selves” to work!
Have you ever walked into an organization and just got that “Uh, why does everyone look the same” feeling… or the “Hum, why is that group getting more airtime to speak” feeling? I know I have. Many of us know from the first time we interact with an organization, whether as an employee, consultant, vendor, or customer, that what they say is not what we see – or feel.
So, building a successful business requires more than just saying you value DEI. It requires creating and espousing the traits of an organization that embraces diversity, equity, and inclusion. Creating a culture where employees, vendors, and stakeholders can feel safe and comfortable and “bring their full selves” to the organization, an organization that is respectful, appreciative, trusting, understanding and engaging.
So, what are some things that may trigger your “where is the value on DEI” feeling? And what are some things that won’t trigger that “where is the value on DEI” feeling?
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Does Embrace Diversity, Equity, & Inclusion |
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So how do you create an organization that values and embraces DEI?
Policies and Initiatives: The first step in creating an organization that embraces DEI is for leaders and employees to create policies that support a culture of DEI. Leaders and managers within organizations must incorporate these policies into every aspect of the organization’s functions and purpose. DEI needs to be defined broadly and should encompass a wide range of policies and initiatives that meet the diverse and changing needs of employees and customers. Ranging the talent management lifecycle from recruitment to engagement and retention. Leaders and employees both should take active roles in defining and implementing these policies and processes. In order to develop and maintain effective DEI policies, leaders should view employee participation as a necessary part of any DEI initiative. These policies must support employees in learning how to effectively interact with and manage people with diverse backgrounds and experiences. DEI policies should promote learning and education, equality, understanding, and appreciation.
Leadership Commitment: The next step to creating an organization that embraces DEI is to obtain leadership commitment. Accountability for achieving DEI goals and objectives needs to be directly tied to incentives and pay increases for leaders. The degree to which DEI initiatives will be successful relies on the involvement and commitment of leaders. Organizations which have leaders who are actively involved in implementing and engaging in DEI initiatives create cultures that embrace DEI via action and inspiring their employees. Committed leaders champion DEI by infusing it into all organizational processes and ensuring that it is integrated into the core values of the organization. They recognize DEI as an important goal, and position the responsibility for meeting goals not merely with human resources departments or diversity offices, but with top-level and senior executives and themselves. Leaders that are committed to DEI provide the visibility and time and resources to reach DEI goals. These leaders view diversity as both a top priority and personal responsibility.
Engagement: The third step in achieving creating an organization that embraces DEI is – always focus on the people. I’ve said this before, and I’ll say it again, organizations can’t exist without people. People make a difference in every business. Once you have DEI strategies and initiatives in place, and accountable and committed leadership, you need to make employees and customers aware of these policies and engage them in your DEI practices. Design ongoing communication systems to create and reinforce your workplace DEI commitment and practices. Encourage peer to peer learning and knowledge sharing increasing DEI awareness. Additionally, training and empowerment initiatives provide a foundation for all levels of the organization to foster the accomplishment of DEI goals. These can include cross cultural mentoring and coaching, employee-led learning events, and affinity groups or employee resource groups (ERGs). It is also helpful to keep the workforce engaged in DEI initiatives by developing organization-wide assessment and evaluation systems to monitor progress throughout the organization and course correct as needed.
Diversity: the art of thinking independently together. – Malcolm Forbes
Here’s hoping that most of you desire to be part of an organization that embraces DEI – and strives to create and maintain an organization where people really want to work!
What do you think are the impacts, if any, of not valuing DEI?
About Scott Span, MSOD, CSM: is CEO at Tolero Solutions. His focus is – people. He is a Leadership Coach & People Strategist, Communications and Change Management. He supports leaders, teams, and individuals to survive and thrive through personal and professional change and transition. He supports organizations to engage and retain talent and wow customers, achieving success through people, creating places where people enjoy working and customers enjoy doing business.
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*All Rights Reserved. Reproduction, publication, and all other use of any and all of this content is prohibited without authorized consent of Tolero Solutions and the author.
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*All Rights Reserved. Reproduction, publication, and all other use of any and all of this content is prohibited without authorized consent of Tolero Solutions and the author.
