Human resource personnel in most organizations drive the functions around Diversity, Equity and Inclusion. However, DEI is not just an HR responsibility.
Now that Diversity and inclusion have evolved to Diversity, Equity, and Inclusion, most organizations are grappling with the ‘why’ and ‘how’ of DEI. A few questions get raised —“Is DEI a part of the HR team?”; or “Can members from different teams be a part of it?”
Diversity is having people from different cultural, religious, economic, and educational backgrounds work towards a common goal. Equity is understanding that not everyone can fit into one standard-size pair of shoes because everyone’s shoe size is different. Inclusion is ensuring that everyone’s perspective is considered wherever necessary.
HR ensures that the organization achieves its goal through its people. HR has visibility into challenges faced by their employees. However, solutions for them can be created by different teams. While HR can offer insights and awareness, and sensitize people managers about the challenges, the people managers, including the technical leaders, must act on them.
Steps to involve employees from other teams:
- Gather the challenges faced by employees through an inclusion survey.
- Analyze the survey to check the common challenges across teams.
- Involve managers from multiple levels to make them aware of the challenges faced.
- Sensitize them about how DEI can solve people-related challenges.
- Encourage employees to brainstorm and arrive at a solution, keeping in mind the common goal.
- Create an ERG and identify a champion within to arrive at the next steps.
- While arriving at a solution, the ERG must track the time taken by various teams to respond. It will help in deciding the timeframe to drive changes.
- Depending on the time taken, the team must follow up with the people involved to keep the momentum going.
