Creating EDIB in the Workplace: 5 key components for diversity leaders
Creating EDIB in the Workplace: 5 key components for diversity leaders
Implementing an Equity, Diversity, Inclusion, and Belonging (EDIB) program is a crucial step toward building a mature ESG organization and giving employees the support they need to succeed. A mature EDIB program goes beyond checking off diversity quotas and involves actively creating a culture of belonging where all employees feel valued and supported.
In this guide, we will discuss the steps needed to assess and develop a successful EDIB program in the workplace.?
Why is EDIB important in the workplace?
A plan to improve EDIB in the workplace is now expected in companies with mature CSR and ESG strategies.
?The benefit of a strong EDIB program is Increased psychological safety and improved work performance for all employees. However, these programs have been shown to have an even greater benefit for employees who are underrepresented in the workforce.
Assessing the current state of EDIB at your company
Before creating an EDIB program, it's important to assess the current state of DEI at your company. This starts with gathering data on the demographics of your workforce as well as information about pay equity, hiring and promotion patterns, and other statistics. However, qualitative data can be even more important. A solid assessment should also include surveys, focus groups or other opportunities to solicit feedback about the employee experience more broadly.
What to include when assessing EDIB in the workplace:
Psychological Safety: Psychological safety is the shared belief that the team is safe for interpersonal risk-taking. Are employees safe to execute their work in a way that is both effective and supportive? Are they able to communicate these needs comfortably???
Representation: Are there any underrepresented groups within the company? If so, in what departments and at what levels? Be sure to think holistically about representation. Sometimes underrepresentation can be based on factors besides race and gender. It may be sexual orientation or gender identity, varying physical or neuro abilities, age, veterans, educational background, ethnic group or religion, or caregiver status.
Inclusion: Do employees feel like they belong and are able to bring their authentic selves to work? This can be assessed in the same way psychological safety is assessed through surveys.
Policies and practices: Are there any policies or practices in place that may be perceived as discriminatory or that function as exclusionary? Take the time to understand your company’s policies and practices and allow employees to provide anonymous feedback at any time. For example, in WeSpire’s work with one client, the habit of late night socializing among executives was perceived as exclusionary by working parents.
Leadership: Is leadership diverse and inclusive? Do they model behaviors that support EDIB? This can be assessed using some of the data from your HR team as well as looking at ERG participation.
Key components of EDIB in the workplace:
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Voluntary Diversity Training Programs?
Mandatory diversity training is common, but research shows it is not as effective as many believe or hope it is. Research published in HBR showed that mandatory diversity training results in lower representation in management roles.
First of all, training can’t be “one and done”. Trainees should walk away with the ability to identify both harmful behaviors and beneficial actions that contribute to a diverse and inclusive in workplace. They should also have the opportunity to engage in ongoing activities that promote behavioral change, after the workshop,? like ERGs.
It is important that each employee understands how to contribute to the company’s EDIB efforts and receives ongoing feedback about how they are contributing to those goals.k
Employee Resource Groups
ERGs are a powerful tool to build inclusion, belonging, and psychological safety. High-performing organizations are 5x more likely to source ERG members for leadership potentia so the connection between ERG participation and talent development is strong.
However, to deliver tangible business value with your ERG program and gain support from key stakeholders, you need to have an in-depth strategy that connects to the business’s overall strategic outlook. Take a look at our ERG Toolkit for tips and guidance on building a strong ERG program
Inclusive hiring and promotion practices
Ensuring diversity in hiring and promotion is crucial to creating a more inclusive workplace. This can involve setting diversity targets, implementing structured interview processes to reduce bias, and actively seeking out and recruiting diverse candidates.
?It's also important to ensure that there are clear pathways for career advancement for underrepresented groups within the company. Active leadership in ERGs can be one way to identify high potential talent, but mentorship and sponsorship programs can also be an effective way to develop diverse leaders.
High-performing organizations are 5x more likely to source ERG members for leadership potential, so consider that 2 boxes checked if you develop a strong ERG program.
Align company policies with the EDIB strategy
It is no longer enough to talk about EDIB goals, organizations need to align their operations with those goals.?
This can involve updating things like parental leave policies, dress code policies, and accessibility accommodations to ensure they are fair and equitable for all employees. As we shift to a more WFH-friendly culture be sure these policies do not inhibit workers from being effective while working in casual settings around family and children.
Measurement and accountability
It's important to have systems in place to track progress and hold the company accountable for its EDIB goals. This can involve setting specific diversity and inclusion targets, as well as regularly gathering feedback from employees to assess the effectiveness of the EDIB program.
How are you developing EDIB in the workplace?
Are you using these tactics? Are we missing any? Let us know here on LinkedIn! ????