Diversity, equity, and inclusion (DEI) efforts are becoming more prominent as organizations make an effort to improve their hiring and promotion practices. In addition, these efforts help prevent discrimination in the workplace and bring unfair practices to light.
Is your organization discussing DEI issues? If management has not implemented DEI policies yet, this is a great time to begin. The hard part for some organizations is deciding where and how to start. The tips below can give you a good jumping-off point.
Why DEI Training and Policies Matter
For many years, the primary individuals in the workforce were white males, with some menial positions available for women, people of color, and individuals with diversabilities (diverse abilities).
Though the makeup of today’s workforce has changed considerably, there are still practices that are outdated and discriminatory in the workplace. DEI training and policies help to combat these practices and create a more fair, comfortable place for people of all backgrounds to work.
To create DEI policies that work, you first must understand what each facet of DEI represents and the changes that it requires organizations to make:
- Diversity – The presence of individuals of a variety of races, nationalities, genders, religions, backgrounds, and perspectives.
- Equity – The promotion of justness and fairness, not to be confused with equality which is giving everyone the same exact treatment.
- Inclusion – Providing a welcoming environment for your diverse workforce so that they feel like a true part of the team.
Addressing each of these facets is critical for attracting and retaining talented employees. Each generation that passes continues to demand a more fair workplace, and Millennials and Gen Z are no exception.
How to Get the Conversation Around DEI Started
Buy-in from management and general employees is an important part of making any DEI initiative successful. However, the place to start the conversation is with the Human Resources (HR) department and C-suite level executives.
Explain the importance of having a DEI program for hiring purposes as well as for improving workplace morale and culture. At that point, you can work on talking to the team at large and beginning to implement policies from the C-level down. Leadership training is essential for any DEI policies to work.
The leadership team needs to understand why they are participating and how it impacts the organization as a whole, from the day-to-day lives of employees to productivity. Once the leadership team is fully on board, the rest of the team will look to them for direction.
The ultimate goal is to get people talking and having the necessary uncomfortable conversations about how to improve DEI in the workplace. That sometimes means pointing out issues that currently exist and coming up with long-term solutions.
Applied Development Offers Diversity, Equity, and Inclusion Training
From developing materials to presenting team trainings to facilitating those tough conversations, Applied Development can help you create a DEI program for your organization. Give us a call today at 410.571.4016 or contact us online today to get started.