Join America Back to Work, a weekly podcast, video, and blog series that covers timely and relevant topics affecting the labor market and workforce with industry experts. The series includes recruiting, hiring, retention, employee satisfaction, customer service, background screenings, and more.
Taking Action on DE&I: A Crucial Priority for Today’s Organizations
Diversity, equity, and inclusion (DE&I) remain critical for fostering innovation, enhancing employee satisfaction, and maintaining a competitive edge. However, many organizations are letting DE&I initiatives slip, viewing them as less urgent amid other pressing concerns.
HR professionals must advocate for DE&I and ensure it remains a top priority.
The Importance of DE&I in the Workplace
Diversity, equity, and inclusion are not just moral imperatives but business imperatives. A diverse workforce brings a variety of perspectives, which can lead to more innovative solutions and better decision-making.
According to McKinsey & Company, companies in the top quartile for gender diversity are 25% more likely to outperform their peers regarding profitability. Furthermore, diverse teams are more creative and can better understand and serve a diverse customer base.
Dr. Valeria Edmonds, a global HR leader with over 30 years of experience, emphasizes the importance of DE&I in creating a productive and innovative workplace. “Organizations that recognize the need for underrepresented talent to have allies and advocates in decision-making rooms make a significant difference,” she explains.
This recognition can help ensure that diverse perspectives are included in critical discussions and decisions.
Challenges and Misconceptions
One common misconception is that DE&I efforts are only necessary for large organizations. However, as Dr. Edmonds points out, even small companies benefit from focusing on diversity and inclusion. “It’s a mindset,” she says. “The more we listen and include different perspectives, the more inclusive we’ll be.”
Small companies can implement DE&I strategies without extensive resources by fostering an inclusive culture and actively seeking diverse talent.
Overcoming Resistance
Despite the clear benefits of DE&I, some organizations may resist these initiatives. Common objections include concerns about the cost, fear of change, or skepticism about the effectiveness.
HR professionals can address these concerns by presenting data and case studies that demonstrate the positive effect of DE&I on business outcomes. Share examples of companies that have successfully implemented DE&I initiatives, reaped the benefits, and emphasize that DE&I is not just a short-term effort but a long-term investment in the company’s future success.
Steps HR Professionals Can Take to Promote DE&I
- Develop a Comprehensive DE&I Strategy A successful DE&I strategy starts with a clear plan. This includes setting measurable goals, identifying key performance indicators, and regularly tracking progress. HR professionals should work with leadership to ensure DE&I goals align with the company’s objectives.
- Educate and Train Employees Training is essential for fostering an inclusive workplace. This includes educating employees about unconscious bias, cultural competence, and inclusive practices. Dr. Edmonds highlights the importance of using structured approaches like the DECIDE model from the NeuroLeadership Institute, which helps break the influence of unconscious bias in decision-making.
- Promote Inclusive Hiring Practices Recruiting a diverse workforce is the first step in building an inclusive organization. HR professionals should ensure that job postings are inclusive, use diverse interview panels, and actively seek candidates from underrepresented groups. This helps create a more diverse talent pool and reduces the potential for bias in hiring decisions.
- Foster an Inclusive Culture Creating a culture of inclusion requires ongoing effort. This includes promoting employee resource groups (ERGs), encouraging mentorship programs, and facilitating open dialogues about diversity and inclusion. Dr. Edmonds notes the importance of leaders getting to know their employees personally. “Empathy starts with getting to know people at the human level,” she says.
- Leveraging Data to Drive Change Data is crucial for measuring the effectiveness of DE&I initiatives. HR professionals should track representation at different levels of the organization, participation in DE&I programs, and employee engagement metrics. Regularly reviewing this data helps identify areas for improvement and demonstrate the effect of DE&I efforts.
- Engage Leadership Getting buy-in from leadership is essential for the success of DE&I initiatives. HR professionals should present data and case studies highlighting the benefits of diversity and inclusion, such as increased innovation and improved financial performance. Dr. Edmonds emphasizes the importance of making DE&I personal for leaders. “When it hits home, it becomes top of mind,” she says. Sharing personal stories and connecting DE&I to the company’s values can help secure leadership support.
The Role of DE&I in the Future of Work
As the workforce becomes increasingly diverse, DE&I will continue to play a critical role in attracting and retaining top talent. Younger generations, particularly Millennials and Gen Z, prioritize working for companies that value diversity and inclusion.
According to a survey by Deloitte, 74% of Millennials believe their organization is more innovative with a culture of inclusion.
Dr. Edmonds underscores the importance of aligning DE&I efforts with broader workforce trends. “We have to think about the needs and priorities of people in different cultures,” she says.
This includes considering employees’ unique perspectives and experiences from various backgrounds and ensuring that DE&I initiatives are relevant and effective.
Make DE&I Personal and Relevant
Diversity, equity, and inclusion are essential for creating a thriving, innovative, competitive organization. Despite the challenges and resistance that may arise, HR professionals are crucial in championing DE&I initiatives and ensuring they remain a priority.
By developing comprehensive strategies, educating employees, promoting inclusive practices, and leveraging data, HR can drive meaningful change and create a more inclusive workplace.
Dr. Valeria Edmonds underscores the importance of making DE&I personal and relevant to everyone in the organization. “When we make ourselves known and help to connect with folks on a human level, our issues become more universal and more human,” she says.
By fostering empathy, understanding, and trust, organizations can build a culture where diversity and inclusion are truly valued and embraced.