2021 was a year of huge pivots and small adjustments for businesses of every size as the workforce attempted to normalize amidst pandemic conditions. Companies strived for business as usual, and some found a drastic change in trajectory to meet their end goals. 2022 opened to speculation about what the future of work looks like moving forward, and while much is uncertain, the focus on diversity, equity, and inclusion (DEI) remains prominent.
An evolving take on an old concept, the past few years have found DEI initiatives at the forefront, as the world is forced to acknowledge gender and race-based inequalities at a systemic level. Top employers are moving past conversation and taking action. Company visions of an inclusive, equitable workplace are no longer enough, and companies are being tasked with establishing processes, benchmarks and hard deadlines for change within their organizations.
Gaining a Complete Understanding of Diversity
As the focus on diversity increases, so does the knowledge of the value that a diverse group brings to the table. Diversity does not divide employees, as was once thought. Instead, complete diversity, when accomplished correctly, creates a united workforce. They realize, recognize, and come to appreciate the unique perspective and life experiences that each person brings to the group.
What is Diversity?
Diversity is more than just skin color, religion, or gender. Diversity encompasses every aspect of someone’s life. Diversity also covers an employee’s general background, including experiences, disability, and upbringing. It dives deeper than what someone looks like or what they believe—it addresses the facets of humanity.
What is Inclusion?
Inclusion and equity must be considered separately within the larger topic as they have unique meanings. Inclusion generally means that each person has an equal opportunity to contribute to the work at hand. They can influence and affect every aspect of their workplace (within their appropriate role).
What is equity?
An equitable workplace is one that is fair, reasonable, and impartial in its treatment of its team members. There are no biases, and everyone is treated based on their contribution to the team rather than any inherent trait or characteristic.
The Value of DEI in the Workplace
Decision-making, analysis, and even future planning can all be improved by having a diverse group of people tackle a problem. Many resources will tell you that diverse teams have high revenue growth and innovation.
In addition, diversity tends to breed more diversity. Those with rich backgrounds and experiences are more likely to join a team where they know that uniqueness is valued and appreciated.
Adjusting Diversity Needs to a Work-from-Home Landscape
As employees make the shift from working in tight-knit quarters at a physical location to working from literally anywhere in the world, communication becomes more important. Leaders, from direct supervisors and team leaders to high-level executives, need to make targeted efforts to build their soft skills.
Emotional intelligence continues to be a huge part of making sure teams work well together, and it will be even more important to connect teams that may never see each other in person. Successful business leaders will be able to adjust to the unique needs of particular team members. Empathy for those struggling to balance their work and family needs will continue to be extremely important for the future of work.
Recognizing and Addressing DEI Gaps
Unfortunately, bias can sometimes creep in even in the most well-intentioned companies. Businesses should take a hard look at how individual workers are being treated in comparison to one another. If you see, for example, that certain employees are being treated differently (such as providing fewer desirable hours or lower pay for certain groups), those differences need to be addressed.
Do some of your team members have lower pay compared to others with similar experience and skills? If so, why? Is there an “unsaid” bias there that needs to be addressed? Individual supervisors, managers, and executives all need to be on the same page with regard to the value of diversity and inclusion within your institution. Spotting and addressing these problem areas can help you have an honest and productive conversation and, in turn, creating a good organization can help attract top level executive.
Using a Top-Down Approach
Plans to address diversity and inclusion seem to work best when key executives are invested in the plan. Training, education, and information go a long way toward showing the value of having a diverse workforce.
“Executive buy-in happens when executives aren’t just understanding the need for diversity, equity, and inclusion; they’re living it,” says a representative from Boardsi, the global expert in bringing top executive talent to advisory and executive roles. “As companies seek out diverse executive members who bring a myriad of new, unexpected talents to the table, the culture of the company moves toward inclusion. Empathy, in this case, breeds excellence from the top down.”
Diversity at the board level is a great place to start, and many boards are reaching a point where they truly value what having many people of diverse backgrounds will add to the company as a whole.
“It may seem counterintuitive, but the more diverse you can make a board, typically the better it will perform its duties.” Says Martin Rowinski (CEO of Boardsi) in his book, The Corporate Matchmaker – Creating A Robust Board Room.
He continues in the book by advising, “The first thing you need to look at to find the right diversity formula for your board is the company. In specific, the values, mission, and vision. No potential member, whether a big name or not well known, is going to be effective if they are not in agreement on a company’s values, mission, and vision.”
