Advancing DEI: Strategies for a more inclusive workplace
What is DEI?
Diversity, Equity and Inclusion (DEI) are key drivers of organisational success. While the focus on DEI in companies initially stemmed from compliance with equality legislation, it has now evolved into a commitment to making real change, with companies integrating DEI as a core aspect of their culture.
Within the workplace, diversity means having a workforce that includes individuals from various backgrounds, including different races, genders, ages, sexual orientations, disabilities, and socio-economic statuses. Embracing diversity means recognising and valuing these differences. A diverse workforce will create a more inclusive environment for all employees, incorporating the myriad backgrounds of staff to provide more varied perspectives on the organisation’s work.
Equity refers to how employees are treated in the workplace and whether they are treated in a fair and just manner. Having equity in the workplace ensures that employees will be given equal opportunities, regardless of their individual needs. Unlike equality, which often means providing identical treatment to all employees, equity focuses on customising approaches to overcome unique obstacles and meet the distinct needs of various groups. An equitable workforce will ensure fair treatment, opportunities and advancement for all employees.
Inclusion in the workplace means fostering an environment where employees feel they can be authentic, are valued, and are integral to the overall workplace culture. An inclusive workplace will bring a sense of belonging and engagement.
This article will explain why diversity, equity and inclusion are crucial in the workplace. We will discuss the benefits that companies experience when they effectively implement DEI initiatives, explore practical strategies for embedding DEI into the core of company culture, and outline some challenges that organisations may face in promoting DEI.
What are the benefits of implementing DEI?
According to research conducted by Glassdoor in 2020, having a well-established DEI approach not only strengthens a company's reputation, but also ensures a more dynamic and competitive workforce.
Companies that prioritise DEI will often experience significant improvements in business performance, with LinkedIn estimating that companies with greater diversity achieve 2.5 times higher cash flow per employee. The diverse perspectives that employees from various backgrounds bring to the table will often drive better decision-making and foster innovation. A diverse workforce will have a wider range of viewpoints, experiences and ideas, with this diversity of thought leading to more creative solutions and enhanced problem-solving capabilities.
The inclusive environment that DEI initiatives create encourages open communication and collaboration, further enhancing the company's ability to innovate and adapt to changing market conditions. Research by LinkedIn estimated that inclusive teams are over 35% more productive, reiterating the fact that companies that embrace DEI are better positioned to thrive in today's competitive business landscape.
A workplace culture that values DEI is also one that is likely to feature enhanced employee engagement and trust, as employees feel valued and respected, which in turn boosts morale and productivity. Organisations that champion or prioritise DEI initiatives become more appealing to a broader range of candidates, thus increasing their pool of talent; according to a survey by Glassdoor, three out of four respondents reported that a diverse workforce was important when considering potential job offers.
What initiatives can be implemented?
DEI initiatives play a crucial role in building a fairer and more inclusive society. They aim to tackle issues such as discrimination, prejudice, differing perspectives, and exclusion. Initiatives can include a variety of approaches, such as:
Inclusion and diversity training
Organisations can arrange mandatory trainings around unconscious bias and DEI trainings that cover subjects such as inclusive leadership, bias awareness, microaggressions, bystander intervention, racism, age and gender diversity, LGBTQ+ issues, cultural diversity, and disability inclusion.
Equipping employees with knowledge of the importance of DEI and the skills to combat the issues around it, like discrimination and inequality, will allow for an organisation that is more diverse, equitable, and inclusive for all employees. Companies that do not feel confident conducting these trainings in-house often bring in external experts to facilitate such sessions.
Recruitment and hiring processes
DEI-focused recruitment practices focus on re-evaluating traditional practices, prioritising developing talent from under-represented groups, and reducing hiring biases such as gender bias and racial bias. An organisation’s HR department will provide the majority of the input into this.
DEI in recruitment can include removing identifiers like age, nationality or a personal photo in CV screenings, using multiple job advertisement platforms, ensuring diversity in hiring panels throughout the interview process, having standardised interview questions, as well as actively seeking out candidates from under-represented groups.
By embracing DEI in recruitment, companies can tap into a broader talent pool. This approach not only helps in reducing biases, but also brings varied perspectives into the organisation, which can drive creativity and innovation within teams.
Policy development
Creating DEI-related policies can create a culture of fairness and inclusivity. For example, an organisation could create a broad DEI policy, as well as separate policies surrounding pay equity, fair and just recruitment, bullying, harassment and discrimination, flexible working, accessibility and accommodations, and benefits and wellness programmes, to name a few.
Having DEI-related policies in the workplace sends a clear message that DEI is a priority and demonstrates commitment to creating a fair and inclusive environment for all employees. As top-level leaders within the organisation will have oversight of policy creation, having DEI-related policies in the workplace sends a clear message that DEI is a priority. Such policies signal a tacit approval of these values throughout the organisation and especially at the upper levels of management.
Senior leadership support ensures that DEI initiatives are integrated into the company's culture and operations, driving meaningful adoption throughout the organisation.
Having DEI policies in place, and committing to adhering to them, not only enhances employee morale and engagement but may also attract diverse talent, in turn fostering innovation and improving overall business performance.
DEI committees
Organisations that establish an internal DEI committee can ensure significant change happens from within. DEI committees can help to ensure that all perspectives from all levels of the organisation can be heard and represented.
DEI committees can be involved in all aspects of DEI, including the initiatives outlined above. They can be involved in shaping company policies, recruitment, facilitating events, organising training, collecting and analysing data for DEI monitoring, and advising those in senior leadership or executive roles.
What are the challenges associated with implementing effective DEI initiatives?
While many companies now recognise the importance of DEI, the implementation of these initiatives comes with its own set of challenges. However, through planning and effective role allocation, organisations can overcome these.
Organisational cultural change is often required, which can be met with resistance or may take time to achieve. To address this, all employees must understand the significance of DEI and the benefits it brings to both society and the workplace. This can be achieved through the initiatives outlined above (training etc.).
Measuring DEI progress can be challenging but having dedicated personnel to oversee this ensures consistency. DEI committees can collaborate with various departments and senior management in providing analysis and advice, through collection of data and tracking progress effectively.
Budgetary constraints may limit DEI initiatives, such as training, events, or marketing communications. However, careful resource planning and building a strong business case for DEI can secure senior leadership buy-in and support.
Sustaining a long-term commitment to DEI within an organisation is another challenge. However, this can be overcome by establishing a DEI committee and implementing policies that can drive continued growth and that emphasise the importance of DEI. Both these actions will ensure that DEI remains a priority within the organisation.
By embracing diversity, equity and inclusion, organisations can create a culture that values diverse perspectives, ensures fair treatment, and fosters a sense of belonging among employees.
Implementing DEI initiatives leads to numerous benefits, including improved business performance, enhanced innovation, increased employee engagement and trust, and attracting a broader talent pool. To gain these benefits, organisations can implement various initiatives such as inclusion and diversity training, recruitment processes for DEI, and the development of policies. Establishing an internal DEI committee and gaining senior leadership support are also crucial for driving meaningful change.
Implementation of DEI initiatives can present several challenges, but these can be successfully navigated through strategic planning and dedicated efforts. Overcoming resistance to cultural change, ensuring consistent measurement of progress, managing budgetary constraints, and maintaining long-term commitment are all critical aspects. By fostering an understanding of DEI's significance among employees, securing top-level support, and establishing robust DEI committees and policies, organisations can create a more inclusive, equitable and diverse workplace, and reap the associated benefits.
The expert ESG and consultancy advisers at Crowe can assist your organisation with advancing your DEI agenda. If you are looking to develop or evaluate your processes, policies and strategies, or if you need any assistance with queries surrounding DEI, further guidance is available by contacting us at esg@crowe.ie.
