Only 37% of employees from a recent Gallup poll strongly agree that their workplace has made changes to improve diversity, equity and inclusion. (Credit: nanzeeba/Adobe Stock)
In the modern workplace, diversity, equity, inclusion, accessibility and belonging (DEIAB) are common terms, often spoken rather than practiced.
Many companies, in an earnest effort to create a welcoming environment for all employees, have taken steps toward implementing DEIAB practices. So why do employees say otherwise? For example, only 37% of employees from a recent Gallup poll strongly agree that their workplace has made changes to improve diversity, equity and inclusion.
DEIAB's "perception issue" stems from two different stories being told, but the heart of DEIAB is in the actions we take to pursue it. To prevent a potential backslide in DEIAB practices, it's important for organization leaders to fully understand and implement each tenet consistently.
Diversity: Establishing your environment
Diversity is defined as the, "practice or quality of including or involving people from a range of different social and ethnic backgrounds." In practice, diversity has a far-reaching positive impact from both a cultural and environmental perspective. Aside from being the right thing to do, diversity in the workplace builds employee retention and creates productive and profitable workplaces.
Equity: Fairness as a policy
Equity is defined as, "the quality of being fair and impartial." When applied in a work environment, this Golden Rule can set the standard for employee recruitment, retention, and culture.
An equitable workplace is, by definition, unique. By recognizing the particular needs of their employees and implementing fair employment practices, opportunities and pay, leaders can show their employees that they care. People come to work from a wide range of backgrounds, circumstances and skills, so their needs and abilities will differ. When companies provide space for their employees to shine, they establish a culture of fairness and parity.
Inclusion: A moral imperative
Inclusion is defined as, "the practice of providing equal access to opportunities for people who might otherwise be excluded or marginalized." This approach goes against the grain of "one-size-fits-all," encouraging companies to celebrate and champion the qualities that make their employees different.
Practicing inclusion requires leaders to consider the diverse needs of their employees, from inclusive benefit packages to flexible work hours. By prioritizing workplace policies that foster inclusion, companies can improve employee retention and job satisfaction, closing the gap of perception versus action.
Accessibility: Ensuring no one is left out
Accessibility is defined as the, "ability for all people to access, navigate, and use the environment equally," including physical and digital spaces.
Promoting accessibility is not only a legal requirement but the right thing to do. This promotes an environment of fairness while also embracing different perspectives, which is key to operating a successful company.
Belonging: Fostering community
Belonging is defined as, "a feeling of being comfortable as part of a particular group." In a work context, a sense of belonging is what brings your employees to work every day. Feeling valued and comfortable as a member of the team is one of the most crucial elements of a positive company culture.
Promoting belonging begins with support from leadership. HR departments and executive leaders must establish an environment of acceptance. In turn, your employees will bring their authentic selves to work, fostering better retention, collaboration, and performance.
How to bring DEIAB to your organization
Individually, the concepts of diversity, equity, inclusion, accessibility and belonging are excellent tenets of a healthy work environment. Together, DEIAB practices can have a transformative impact on your organization, fostering strength, resiliency, and a worthy investment in your people.
To maintain or build these DEIAB practices, HR departments and leaders must:
- Be data-driven and outcome-oriented: Leaders must "walk the walk" when it comes to DEIAB initiatives, creating tangible goals and allocating real resources to DEIAB practices.
- Create effective building blocks: Consistency is key. From the recruitment process to employee development, leaders should have a strong foundation of action steps that promote diversity.
- Start at the beginning: Diverse recruitment practices allow HR departments to hear from a range of candidates and challenge harmful biases, fostering an inclusive environment before a candidate has entered the workplace.
Throughout the ongoing process of promoting and championing DEIAB at your organization, it is crucial to have courage as a leader. Every step taken — even the small ones — does make a difference. When we do the work to understand and appreciate each other, we can accomplish great things.
Tanya Krochta is executive vice president and chief administrative officer at ACORD. Any opinions expressed in this article are the author's own.
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