Diversity, equity, and inclusion is good for business. Companies that invest in diversity report seeing a number of advantages, such as an increased ability to attract talent, greater innovation, and improved financial performance.
A diversity and Inclusion program that stands out!
Before setting out on your DEI journey, it is important to ensure that you understand what DEI is and align your understanding of its three core components: diversity, equity, and inclusion. Here is how we define and differentiate them:
Two other key concepts are necessary for understanding DEI. The first, belonging, is essential to whether an employee feels secure, supported, and empowered to be their authentic self at work. A key outcome of inclusion, “belonging” directly impacts how engaged and committed someone feels at work.
Finally, intersectionality is defined as: “The complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalized individuals or groups.”
In other words, various aspects of a person’s identity interact and intersect in unique ways. These different identities can reduce or compound the (dis)advantages somebody faces at work and in society. Building a truly diverse, equitable, and inclusive world requires policies and practices that acknowledge employees’ whole selves.
In that sense, intersectionality can be thought of as a critical framework that organizations should apply to every DEI endeavor.
DEI is not the responsibility of one person or team, and we should not treat DEI that way either. Rather, DEI is a responsibility that should be collectively shared and prioritized by every employee within your organization. As you go through your journey, consider the following best practices:
Whichever approach you choose, setting clear expectations with your employees on why and how the company will use the data will ensure that you are building is sufficient to take meaningful DEI action.