In a recent Bentley University - Gallup Force for Good Survey, 84% of Americans aged 18-29 see promoting Diversity, Equity, and Inclusion (DEI) as a necessary corporate responsibility.

Younger workers consider it crucial for businesses to actively promote social justice and equity, as influenced by the #MeToo movement and George Floyd's murder in 2020, where employees and customers now look to companies to recognize and tackle social justice issues.

What are the Differences Between Diversity, Equity, and Inclusion?

Diversity, equity, and inclusion are essential values in many organizations to support individuals from various backgrounds with different races, ethnicities, religions, abilities, genders, and sexual orientations. These values are commonly interconnected and discussed as their impact is seen as a whole. Hence, it's crucial to understand the distinct implications of each term:

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Diversity

Diversity is a mix of different races, genders, ages, experiences, talents, skills, and opinions, with various backgrounds and perspectives in the workplace, which brings a broader range of ideas and encourages creativity and innovation.

Equity

Equity considers individual circumstances to treat everyone fairly, ensuring that identity doesn't predict opportunities or workplace outcomes. It differs from equality, which assumes treating everyone the same.

Inclusion

Inclusion is about how employees feel in the workplace and how much organizations welcome everyone, ensuring employees' voices matter, retaining talent, and unleashing a diverse workforce.

Proven Ways to Promote Diversity and Inclusion

After recognizing the significance of diversity and inclusion, here are a few ways to encourage them in the workplace:

Address Implicit Bias

Recognizing bias and raising awareness is the initial step for meaningful change. According to Mohammad Bilal, Associate Dean and Director at Stanford University, bias comes in various forms. Unconscious bias, the first type, involves hidden associations or feelings of bias that may not be apparent. Corporate training sessions can help employees understand how stereotypes subconsciously drive their decision-making.

Promote Inclusive Hiring Practices

Implement blind recruitment processes by removing identifiable information during the initial stages to reduce biases. Ensure diverse interview panels and actively seek candidates from various backgrounds.

Provide Regular Diversity Training

To help build an inclusive and culturally competent workforce, conduct regular training sessions to raise diversity awareness, challenge stereotypes, and promote understanding.

Establish Employee Resource Groups (ERGs)

Form ERGs that focus on specific demographics provide community support, offer mentorship opportunities, and act as a forum for discussing concerns and promoting inclusivity.

Create an Inclusive Workplace Culture

Foster a culture where every employee feels valued and included by encouraging open communication, listening to diverse perspectives, and celebrating various cultural events. Establish policies that support work-life balance and flexibility.

Make a Leadership Commitment

Make sure the leadership is dedicated to the goals of inclusion and diversity. Setting an example of inclusive behavior, holding others and themselves accountable, and actively supporting diversity-promoting initiatives are all ways that leaders can set the tone.

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