Is it time for ‘Diversity’ to stand alone? Is there a new, brighter future in store for ‘Equity’ and ‘Inclusion’?

As a fan of music, I’ve often mulled over the success of solo artists who leave the bands that made them. Think about it… Paul McCartney, Eric Clapton, Sting, Michael Jackson. That’s a powerhouse group of talent who arguably made their real claim to fame after catapulting themselves into the spotlight of a solo career.

If you’re searching for a more modern comparison (perhaps I’m showing my age), then look no further than the fate of Beyoncé Knowles. As a commercial and cultural phenom, Beyoncé has successfully blazed her own path and fulfilled her true potential as a world-class musician and icon. 

To achieve this feat, however, Beyoncé had to do something controversial: leave Destiny’s Child. 

OK, where am I going with this?

When I look at the elements of Diversity, Equity and Inclusion, I’m struck with a compelling idea... 

To truly stand on its own two feet and bring about real, meaningful change at scale, I believe Diversity needs to decouple itself from Equity and Inclusion. By going solo, Diversity can become a clear, focused and independent strategy that is truly given the spotlight it deserves.

What does this mean for Equity and Inclusion?

If you’re feeling nostalgic at the prospect of a potential Diversity, Equity and Inclusion break up, then allow me to explain my thinking.  

When we look at the sum of DEI, it becomes clear that running a successful organization with balanced diversity is a choice (and a very important one, at that). Equity and Inclusion, however, is not. These two are essential components for any company that has the ambition to grow and succeed while building a culture where people value each other. 

As an active and experienced employer brand strategist and practitioner, I believe (and have written extensively about) the basic foundational elements of a world-class employer brand: Purpose, Impact and Belonging. Without solving for these elements, your employer brand and subsequent EVPs will be left wanting and incapable of satisfying the wants and needs of candidates, employees and associates alike.

In my experience working with companies around the world, belonging can only be achieved when the sum of equity, inclusion, purpose and impact work together in unison. 

So, you might be wondering, “What does this mean for Equity and Inclusion?”

I’m glad you asked. 

To have any chance of meaningfully reaching employees, associates and candidates, I believe Equity and Inclusion must be woven into the foundational fabric of your employer brand. Together, these two elements can serve as the driving force that articulates who we are, what we have to offer and what employers expect and demand in return. 

Think about it: you can’t possibly build and sustain an effective, authentic and fulfilling employer brand without understanding your organization’s ambition (and current reality) of Equity and Inclusion. 

At present, we ask Diversity experts to steer and push the Equity and Inclusion agendas forward, but this I believe may actually be hindering the rate of progress. To build an inclusive, fair and equitable organisation that is rich in diversity requires a host of talented individuals. This village of well-informed, educated and aligned stakeholders must work from one core vision with all the essential ingredients at its core. 

This raises a number of important questions.

Firstly, don’t you think it’s time for employer branding leaders to shoulder some of this responsibility, too? 

What’s more, if you’re working with an employer brand partner that does not have expertise in Equity and Inclusion, isn’t that a cause for concern?

Here’s my point.

Diversity strategy is a plan that successfully attracts diverse candidates to your organisation. Equity and Inclusion determine whether they have a fair assessment, they’re made to feel like they could belong and then if they join, whether they stay or not. 

Equity and Inclusion, therefore, should form an integral part of the consideration of employer branding, not something that is considered separately after the fact. Diversity, meanwhile, could be a separate but closely entwined strategy that builds on top of an equitable and inclusive culture with focus, precision and clarity around specific diversity objectives.

To truly get the focus it deserves, this means Diversity needs to stake out on its own and forge a new path forward. 

A new way forward for Diversity and its ex-bandmates, Equity and Inclusion 

Over the course of the next month, the team at Ph.Creative will be conducting a deep dive into all things Diversity, Equity and Inclusion. From an in-depth four-part series to a live webinar panel, we hope to facilitate the DEI conversation and present new ideas that can move the industry forward in a positive direction.

To test our hypothesis that Diversity could enjoy more success faster by standing alone, we’ll sit down and speak with some of the industry’s leading experts. This, coupled with the latest evidence, statistics and real-world examples, will aim to provide a compelling and comprehensive overview of the new landscape we find ourselves in.

If you’re interested in learning more, this is what you can expect in the coming weeks.

A four-part series that will explore:

1. The role of a Diversity strategy 
2. The tangible link between business strategy and Employer Brand and how all the pieces should fit together
3. Why Employer Brand can provide the vital tools to manage, maintain and progress Equity and Inclusion
4. How organizations can use Employer Brand + Equity and Inclusion to make leading, hiring, retaining and progressing stronger than ever

Taken as a whole, we’ll show - in practical terms - why Employer Brand, Employee Value Propositions and Equity & Inclusion must be used as essential foundational elements to create a sustainable culture where people can find true purpose, impact and belonging. Only then can you build momentum and sustainable results from a well-executed and resourced diversity strategy.

In doing so, we want to engage others in the community as much as possible. 

If you’re curious and want to get involved in the conversation, then we’d love to have you join us at our upcoming webinar, dates to be announced soon! 

Together, you can ask questions, share ideas and contribute towards one of the most fundamental questions of our time: how do we build a workplace that is diverse, equitable and inclusive?