The State of Diversity, Equity & Inclusion

What is the state of diversity, equity, and inclusion?

Despite the renewed momentum around DE&I, there remains a visible lack of clarity around each of these terms. In some circles, we hear one or more of these terms used interchangeably.

Elsewhere, we find DE&I used as a kind of non-specific catchall, when it might be more productive to zero in on a specific part of this concept for the purposes of identifying improvements and launching initiatives.?It’s therefore helpful to define diversity, equity, and inclusion.?

Diversity?refers to political beliefs, race, culture, sexual orientation, religion, class, age, and gender identity differences. In the workplace, diversity means your employees consist of individuals who bring new perspectives and backgrounds to the table.?It’s important to remember that diversity is less about what makes people different—their race, socioeconomic status, and so on—and more about understanding, accepting, and valuing those differences.

Whereas diversity refers to all the many ways that people differ,?Equity?is about creating fair access, opportunity, and advancement for all those different people. It’s about creating a fair playing field, to use a familiar metaphor.

An organization can create a more equitable environment by successful equity initiatives, then, by building fairness and equal treatment into the very fabric of the organization on the premise that not everyone has the same set of resources.?

Finally,?Inclusion?means that everyone in the diverse mix feels involved, valued, respected, treated fairly, and embedded in your culture.?Empowering all employees?and recognizing their special talents is part of creating an inclusive company.

Diversity is being invited to the party; Inclusion is being asked to dance, but Vulnerability is knowing your dancing partner ~ Carl Shawn Watkins

The power of diversity, equity, and inclusion during a crisis

Over the last year, diversity and inclusion receded as a strategic priority for many organizations as they continue to address threats to business continuity and recovery. Workforces are more dispersed as some employees are working remotely while others are at – or returning to – the physical office or worksites.

These new working arrangements can further exacerbate existing diversity challenges and highlight?unconscious biases that may exist. Essentially, a dispersed workforce can distance employees and teams from one another, undermining inclusivity efforts and initiatives that existed in the traditional working environment.

Hiring for diverse backgrounds and promoting diversity initiatives is only a first step. Diversity, equity, and inclusion go hand-in-hand, and to experience real organizational change, companies must build a truly inclusive work culture. This means extending initiatives beyond the hiring process and providing equal opportunity and treatment throughout every touchpoint of the employee experience.

We define diversity as a measure of difference in identity; things like gender, ethnicity, age, sexual orientation, ability, or religion. Inclusion is a respect for and appreciation of these differences – the deliberate act of welcoming and valuing diversity and equity. Here are some tips and action items to help managers and HR leaders build on their existing DEI efforts or develop new ones for the first time.

Ways to promote diversity, equity, and inclusion in the workplace

1. Be aware of unconscious bias

Leaders can start addressing this by helping employees understand how individuals are impacted by unconscious bias, and what actions continue to reinforce biases. One way to build awareness and address unconscious bias is to encourage every employee to review, question, and analyze their own personal biases and assumptions.

2. Communicate the importance of managing bias

Cultural humility is another way leaders and employees can manage bias and foster more inclusive environments. This concept involves remaining curious and humble about cultural differences.?“Training can be designed to reduce defensiveness by explaining that we don’t have unconscious biases because we’re bad people – we have them because we are people,”?

3. Promote pay equity

Managers must level out the playing field and provide fair opportunity for each employee. Organizations can leverage analytics to identify which employees are underpaid for similar roles or responsibilities.

4. Develop a strategic training program

Diversity training helps employees understand how cultural differences can impact how people work and interact at work. It can cover anything from concepts of time and communication styles to self-identity and dealing with conflict. Diversity training that is offered as optional tends to be more effective than that which is made mandatory.

5. Make it easy for your people to participate in employee resource groups

Discuss leveraging employee resource groups (ERGs) as an opportunity to grow and develop talent, and help managers learn from these groups in a safe space. ERGs help build a culture of connection and belonging. Building on this, in addition to leveraging ERGs, employers can make it easy for all employees to participate. Getting senior leaders on board is critical.

6. Facilitate ongoing feedback

Organizations can encourage their people to share their feedback to get a better understanding of what’s going on under the surface. Anonymous feedback via an employee pulse survey can help build a case to take immediate action on smaller, more pressing issues as well as inform long-term strategies.?

Taking bolder action with diversity, equity, and inclusion efforts

While diversity, equity, and inclusion are at risk during a crisis or downturn, it’s important for companies to recognize the key role they play in recovery, resilience, and overall success in the future. Effective DEI strategies will help better support employees, build culture, and create a thriving business. Employees will feel more engaged as they show up to work every day – whether in person or online – feeling safe, connected, and heard.

This newsletter is curated by Carl Shawn Watkins, CEO Carl Shawn Watkins Consulting who is a Vulnerability Coach, Keynote speaker, and DEI Consultant.?

If you are seeking guidance and consultation around diversity, equity, and inclusion and vulnerability leadership in your workplace, visit the website to learn more about services that can be tailored to your specific needs.?