Diversity, equity, and inclusion (DEI) are a set of important goals for organizations. They help most companies cement their positions as the best places to work.
Here is a five-step guide for beginners to understand the benefits of DEI for pursuing and implementing it in their organization.
Defining Diversity, Equity, and Inclusion (DEI): Many think that if an organization has a diverse group of employees, it automatically results in equity and inclusion. Hence, it is important to know the difference between the three.
Diversity: Having or recruiting a diverse group of employees in the organization/workplace
Equity: Treating all the employees equally without prejudice or bias based on their color, race, gender, ethnicity, knowledge, physical appearance, etc.
Inclusion: Making employees feel like a part of the organization by including them in decision-making processes, team meetings, office gatherings, etc.
Understanding biases: We know that biases exist everywhere, even in the workplace. When these biases become strong, they become the norm. Employees are often impacted by the biases, ending up feeling unworthy, leading to inefficiency and unproductivity.
Raising awareness against conscious and unconscious bias: By being aware, one can combat conscious bias. However, one must undergo training and be thoughtful to combat unconscious bias. Unconscious bias, also known as implicit bias, is a roadblock to DEI. It occurs when people make judgments and take mental shortcuts based on someone’s gender, color, race, age, disability, etc. A recent survey by the American Management Association (AMA) found that nearly 80 percent of more than 700 participants admitted to carrying biases. Hence, training employees to understand and mitigate unconscious bias will reduce the implications of it on policies, practices, and processes.
Taking care of the psychological safety of the employees: Psychological safety is a belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or for making mistakes. It is a shared belief held by a team member that other team members will not embarrass, reject, or punish you for speaking up. Managers play a role here, as they can make the team member feel safe and free to discuss.
Encouraging allyship: An ally plays a pivotal role in diversity and inclusion efforts. As advocates and allies to co-workers, who face biases, microaggressions and other non-inclusive behavior, employees learn how to support underrepresented co-workers.
Organizations with committed DEI goals can benefit from inclusive thinking that boosts diversity recruitments and retention. They help unrepresented individuals feel more engaged and connected, unlocking the potential of a truly diverse and inclusive workforce.
