Building a Truly Diverse, Inclusive and Equitable Organization (Part 8 of 12)
In the context of the workplace, diversity has been one of the leading topics being discussed and prioritized by organizations. Implementing workplace diversity catalyzes huge growth for the company. It’s about establishing an inclusive environment, by fully acknowledging each and every employee’s differences. This gives them space and permission to unleash their fullest potential without the fear of being judged or unheard. When people in the workplace value diversity, it affects the performance of the company 一 in a good way.?
If an organization knows how to implement workplace diversity, employees will be motivated, productive, and less stressed when it comes to handling their responsibilities. This is what makes more workplace diversity more than a passing fad. Rather, it is a necessity that many companies are trying? to enforce.?
That being said, it is extremely important that HR put establishing a truly diverse organization at the top of their to-do list. We should always keep in mind that the people are the backbone of every company. Therefore, it is imperative that they are in a working environment they feel safe and comfortable to stay in.
Our panel for today will be delving into building a truly diverse, inclusive, and equitable organization. This is a very timely subject matter to discuss, as we are now in a time where diversity becomes our strength.?
To further elaborate on this, we have invited remarkable individuals who will be sharing their insights and perspectives regarding DEI. These speakers aref: Jen Casimiro, Talent Director, Global Head of Diversity, Equity, & Inclusion of the IDEO; Sajal Javid, Director of HR, Equity, Diversity, & Inclusion of the ALLEY THEATRE; Bhavani Murugiah, Chief People Officer of The Spur Group; and lastly, Angela Sternburgh, Director, DEI, Learning & Organization Effectiveness of the TreeHouse Foods.
Kicking off the first part of the discussion, we have asked the speakers this first question: How do we make true DEI stick for eternity and not just when something terrible happens?
Sajal opened the conversation and stated that when you establish DEI, you must not only think of it as something you need to do, rather, make it a part of the organization. If you really want to have a truly diverse, inclusive, and equitable organization, you have to make sure that it is a fiber of your organization. Understand why you need to do it to make a business case of diversity. Understand why it is important for your business. Understand why you need to have a diverse workforce. It all begins with knowing your background first because that will serve as your foundation.?
Following this, Bhavani emphasized the significance of authenticity and influence.? Always remember that you have an opportunity to impact DEI and by being authentic and influential, you can make a difference. More so, similar to what was previously discussed, it is also important to understand what the organization is about and what they are willing to do.
Angela said that making a true DEI stick for eternity is really about linking its contributions in terms of the overall business strategy. Undeniably, most companies want to solve things in an innovative and creative way. With that, as HR leaders, you may start these types of discussions with your team because it also helps in creating a diverse, inclusive, and equitable culture. Every single employee plays a role in creating that culture and they can bring that inclusive culture to life.?
In addition to this, Jen emphasized that DEI is not just a response or reactive part of the organization, but as a strategic one. It has to be integrated into the people processes, organizational processes, business processes, and the like because equitable processes get to equitable outcomes. As HR and business leaders, you have to design structures for your people to feel accountable to your leadership and create the conditions for them to truly feel they can contribute to DEI.
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Opening a new area of discussion, the speakers were asked to share their insights about what a truly diverse equitable and inclusive organization looks like. Their answers were truly insightful.
For Bhavani, although it takes time to get there, an ideal and true inclusion allows for multiple insights to where people need care and support. There is also a presence of structured accountability in which people don't even have to be told on the things they should be doing.?
Jen, on one hand, stated that a truly diverse, inclusive, and equitable organization pertains to having trust? between leadership and community. Furthermore, the true definition of equity is an acknowledgement of each individual’s differences.?
Meanwhile, Angela pictures a true DEI organization when they practice psychological safety. Most especially in today’s time, having the ability to be in an environment where people feel safe and comfortable is really important and needed.?
Sajal agreed with Angela. Psychological safety is a huge factor companies should not ignore and leadership is the one that can create it. But despite this, creating an inclusive culture in an organization is still the responsibility of each and everyone in the team.
As we wrapped up this panel, we asked the speakers to share some tips and advice for their fellow HR practitioners and leaders on the process and journey of building a Truly Diverse, Inclusive and Equitable organization.?
In a nutshell, the very first step you should not take is to take stock of where you are starting from. Understand the ins and outs of the organization. Ask yourself some questions: What does your organization look like today? What are your employees, who are more marginalized or underrepresented, experiencing within the workplace today? Be really clear and intentional on what it is when you ask for leadership support around this journey. With this, listening and acknowledging the community is also important. It builds trust and rapport making it easier for you to work with them together.
Lastly, try to understand all the different learning styles, different needs, and different goals of people within your team. When you work in an organization, it is expected that you will be working with different kinds of people, whether you like it or not. And the only way for you to easily adapt to your environment is to understand. Understanding is always the key.
You may also check out the other articles on our Expert Series:
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