DEI – HR Focus

 

Figure 1 – DEI – HR Focus

An organization's dedication to promoting a diverse, equitable, and inclusive work environment is demonstrated by its Diversity, Equity, and Inclusion (DEI) policy.

It helps a company attract diverse talent, cultivates a respectful and collaborative culture, and guarantees fair growth and opportunity for every employee are just a few of its main goals.

DEI programs foster a diverse and inclusive workplace where all workers are treated with respect and are not subjected to harassment or discrimination.

This dedication goes above and beyond only following the law; it also seeks to advance a genuinely diverse and equal workplace environment.

The company's guiding principles, fundamental values, and best practices are reflected in DEI, which is effectively shared with all internal and external stakeholders.

This covers policies for appropriate conduct, protocols for dealing with infractions, and programs to advance inclusivity and diversity.

By actively investing in DEI projects, the organization demonstrates its forward-thinking and dynamic nature while also acknowledging the significance of diversity, equity, and inclusion.

The company's reputation and brand image are further enhanced by its proactive approach towards DEI.

 

“DEI is no longer just a “nice to have” in the workplace.

According to numerous studies — some cited below — DEI is good for the bottom line and can increase profit.

More importantly, for HR Managers and Recruiters, Diversity, Inclusion, and Equity are now critical competitive factors in retention and recruiting as we face a labor shortage in Canada.” (Amanda Stephenson, It is your new normal': Canada's aging workforce root of national labor shortage)

Figure 2 – DEI Initiative

DEI Initiatives

 

DEI initiatives consist of a range of proactive strategies and policies aimed at promoting diversity, ensuring equal opportunities, and nurturing an inclusive culture within an organization.

As the name suggests, DEI initiatives encompass three core elements:

DIVERSITY

Diversity encompasses a broad range of qualities that make individuals unique.

It can include characteristics such as race, ethnicity, gender, age, sexual orientation, disability, and other factors.

A diverse organization doesn't discriminate workforce based on these factors and ensures equal opportunities for all.

EQUITY

Equity focuses on ensuring that all employees have equal access to opportunities and resources, taking into account the unique challenges they may encounter.

Equity should not be confused with equality.

Equality means treating every employee as if their challenges and experiences are the same. On the other hand, equity acknowledges and addresses the fact that individuals have different experiences and circumstances.

INCLUSIVITY

Inclusion involves fostering a feeling of belonging and embracing every employee, ensuring their viewpoints are appreciated and honored.

It aims to create a positive workplace environment where everyone feels accepted and valued. (Hady ElHady, The 2023 HR Guide to DEI Initiatives)

 

Literature review

Figure 3 – Social Identity Theory

Social Identity Theory, proposed by Henri Tajfel and John Turner in the 1970s, posits that individuals derive a portion of their self-concept from their membership in social groups.

 "Social identity is a person’s sense of who they are based on their group membership(s)."

Tajfel and Turner (1979)

(Saul Mcleod, PhD, Social Identity Theory In Psychology (Tajfel & Turner, 1979), October 5, 2023)

 

What Makes DEI Initiatives Crucial?

Companies are starting to realize that DEI efforts are essential to success and not merely catchy catchphrases. Prioritizing diversity and inclusivity at work promotes creativity, innovation, and higher employee satisfaction.

The growing demands of consumers, workers, and investors have led to the significance of DEI efforts. These stakeholders increasingly expect organizations to show that they are sincere and accountable in their commitment to social responsibility.

In addition to being the morally correct thing to do, giving diversity, equality, and inclusion (DEI) initiatives top priority is essential for maintaining competitiveness in the fast-paced corporate world of today.

A diverse workforce gives the company a competitive edge and keeps it current by bringing fresh perspectives, cultures, and skill sets to the table. (Hady ElHady, The 2023 HR Guide to DEI Initiatives)

Figure 4 – DEI Initiative

13 Successful DEI initiatives to consider

 

1. Diverse hiring practices

Implement strategies to attract diverse candidates, such as partnering with diverse recruitment agencies and attending job fairs and conferences focused on underrepresented communities.

 

2. Promote pay equity

Data and analytics can be used to identify patterns for salaries and promotions. This can inform whether all underrepresented groups and genders are compensated equally or if any discrepancies need fixing.

 

3. Mentorship for underrepresented groups

Mentorship is the relationship between a more experienced and less experienced employee, where the former offers guidance to help them develop in their career.

 

4. Talent development programs for underrepresented employees

Talent development programs cover various topics from career pathways and development, goal setting, strategic thinking, influence in the workplace, and more.

 

5. Interview your diverse employees

One of the best DEI initiatives HR departments should implement is interviewing their diverse employees. Send out surveys, conduct interviews, and focus groups to find out their main concerns, what diversity means to them, and what they’d like to see implemented in the future.

 

6. Start employee resource groups

Employee resource groups (ERGs) help to bring people together who share certain social identities including gender, race, parenthood, faith, sexual orientation, etc.

 

7. Provide DEI training across levels

DEI training that is role-specific can help all employees identify where they may be bringing bias into the workplace and how they can better support the DEI goals of the company.

 

8. Financial wellness programs

DEI initiatives also include creating an environment where all employees feel safe and free from physical and mental health concerns, including financial stress.

 

9. Create a culture of diversity, equity and inclusion

Another important DEI initiative for all organizations is to create a culture of diversity, equity, and inclusion. Without the right culture, any other DEI initiatives will likely fall flat. The key to building this culture is ensuring every employee feels a sense of community and belonging.

 

10. Pay attention to your language

Language matters, so think about how inclusive language currently is. This includes job descriptions, website copy, social media communications, company emails, training materials, presentations, and meetings.

 

11. Flexible holidays

Holidays like Christmas and Easter have become the norm in the US, Europe, and Australia, but these are Christian holidays, and not everyone celebrates them.

  

12. Host inclusive social events

Another way to implement DEI initiatives in the workplace is to ensure that social events consider and include everyone.

 

13. Measure DEI initiatives’ success

The final strategy for DEI initiatives is to make sure to measure everything that is launched to track progress. (Shani Jay, 13 Tried-and-Tested DEI Initiatives To Implement [in 2023])

Figure 5 – DEI Metrics

DEI metrics

 

Diversity in hiring vs. applications

 

Employee retention

 

Employee engagement

 

Diversity in leadership roles

 

Promotion

(profit. co, 5 DEI Metrics an Organization Should Measure)

 

Importance of DEI Metrics

The observation and gathering of DEI data is not a comprehensive strategy for bringing about change.

It is merely a first step for organizations to figure out where they stand.

Once gathered, this information can be used as a basis point for improvement initiatives and as a benchmark to gauge progress. (Patrick Flavin, What Are DEI Metrics? A Look Beyond the Numbers, 5/30/2022)

 

 

Conclusion

Companies can manage their efforts to create an inclusive workplace and diversify their workforce by using a DEI dashboard.

HR Team can make sure that the dashboard is more than just a pretty visual aid by being deliberate about what includes and instructing users on how to use it.

 

 

 

 

 References

 

Shani Jay, How to Create a DEI Dashboard for Your Organization in 7 Steps, October 2023 (ONLINE)

AVAILABLE AT:https://www.aihr.com/blog/dei-dashboard/

[ACCESSED ON:30/11/2023]

 

Sensible HR Solutions, WHY DEI INITIATIVES ARE GOOD FOR BUSINESS, Oct 5, 2023 (ONLINE)

AVAILABLE AT:https://sensiblehrc.com/why-dei-initiatives-are-good-for-business/

[ACCESSED ON:30/11/2023]

 

Samantha Melendez, DEI Leadership: Should HR Run Your Diversity and Inclusion Program?, April 13th, 2023 (ONLINE)

AVAILABLE AT:https://www.helioshr.com/blog/dei-leadership-should-hr-own-your-diversity-and-inclusion-program

[ACCESSED ON:01/12/2023]

 

Cassie Whitlock, Creating a More Diverse, Equitable, and Inclusive Workplace, March 17, 2021 (ONLINE)

AVAILABLE AT:https://www.bamboohr.com/blog/dei

[ACCESSED ON:01/12/2023]

 

Hady ElHady, The 2023 HR Guide to DEI Initiatives, August 8, 2023 (ONLINE)

AVAILABLE AT:https://www.hipeople.io/blog/dei-initiatives

[ACCESSED ON:01/12/2023]

 

Pivotal Solutions, DEI by the numbers: 19% higher revenues, 25% greater profit and retention and attraction of team members, March 17, 2023 (ONLINE)

AVAILABLE AT:https://www.pivotalsolutions.com/dei-by-the-numbers-19-higher-revenues-25-greater-profit-and-retention-and-attraction-of-team-members/

[ACCESSED ON:01/12/2023]