Can DEI-focused communications help build a sustainable work culture?

As more and more members of the current and future workforce become vocal about their values and principles, organisations are integrating diversity, equity and inclusion (DEI) into their business models in a bid to make their workplace culture sustainable for the future.?

Work culture key to attracting and retaining talent

A 2019 Glassdoor survey (Mission & Culture Survey) among adults from US, UK, Germany, and France found that 77% of the respondents assess a company’s culture prior to applying. Globally, practising #DEI is seen as an effective #strategy to attract and retain the best talent.

Millennials (34%) and Gen Zs (38%) worldwide consider racism at work “systemic” ( 德勤 ’s 2021 Millennials & Gen Z Survey). Gen Zs entering the workplace give more importance to an organisation’s workplace culture over its brand name, reputation, and pay packages.

Discrimination and exclusion of any kind -- on the basis of caste, gender, colour, race, religion, or disability -- creates a toxic work environment. Malpractices in the workplace, such as bullying, harsh criticism, lack of recognition at work, favouritism by managers, the reluctance to help each other, and the absence of goodwill among the workforce create factions among employees, hit employees’ self-esteem, and hinder their personal and professional growth, while also affecting overall performance.

DEI communications: strategy and need

DEI-focused #communications must be prioritised by organisations as a strategy to effectively put forward sensitive issues around discrimination and exclusion in a culturally diverse workplace. DEI policies should be clearly communicated to employees during onboarding as well as at frequent intervals thereafter. A 360-degree feedback process can prove to be useful in communicating the perspectives and experiences of employees and leaders to management.

While Tech Mahindra featured in the 2022 Bloomberg Gender-Equality Index for the third year in a row, 可口可乐公司 is endeavouring to position women in half of its senior leadership roles by 2030. Besides ensuring gender pay parity for its employees (October 2018), the Supplier Diversity Program launched by Adobe also exemplifies the company’s diversity and #inclusive approach integrated into its business activities.

Irrespective of its size, an organisation committed to DEI and participation across all levels needs to:

●???????Assess the current awareness of their respective team members and the effectiveness of prevalent company practices from a DEI perspective.

●???????Conduct surveys or feedback sessions leveraging survey platforms- such as Emprising?- from Great Place To Work? , to understand the satisfaction quotient and record any unpleasant experiences faced by the individuals within the organisation.

●???????Communicate effectively with team members regarding actions that need to be taken to increase satisfaction and minimise unpleasant experiences.

●????????Act on employee suggestions regarding what more can be done to make the workplace environment safer, inclusive, and collaborative.

●???????Work with the media and other external stakeholders, such as the India Diversity Forum and the FICCI , to create awareness about workplace sustainability risks that can be overcome with the DEI initiatives, while also gaining wider agreement on planned investments.

DEI communications go above and beyond policy when employees know that they are valued and heard.

How is your organisation building a futuristically sustainable workplace??