As organisations all over the world gradually increase the diversity in their workforce, it’s important not to forget equity and inclusion in the equation, because that’s an important part of the picture too.

So what do we mean by diversity, equity and inclusion..?
Well, it’s the trifecta of equality.

It’s a workplace that’s comprised of a diverse cross-section of society, where everyone is treated fairly, feels included and is extended the opportunity to contribute.

If we’re looking to create a society that allows anyone, from anywhere, to live up to their full potential then building diversity, equity and inclusion into the fabric of our workplaces is an important step in the right direction.

By levelling the playing field, and promoting fairness and equality we’ll open the door to a wider variety of perspectives, experiences and ideas, leading to an explosion of creativity, innovation and a host of benefits for everyone.

So not only do the individuals benefit, but the organisation does too as productivity will increase, staff turnover will reduce, and overall engagement scores will naturally reflect all of these positive changes.

Not a bad target to aim for. So what are we waiting for..? Well, unfortunately, many still face systemic barriers and discrimination which effectively prevents them from getting in the door. And even when they do, being treated equally and having their voices heard is the next challenge.

So, this is the role of diversity, equity and inclusion programmes in the workplace.

To tackle these issues head-on, identify and address structural inequalities, and create a more inclusive and equitable environment at the same time. This includes everything from revising recruitment processes to recognising unconscious bias, addressing pay gaps to providing support and resources for underrepresented groups. No small task, we can assure you.

Strategies to support diversity, equity and inclusion in the workplace.

So how do we get there? What can we do to move our workplaces closer to the ideal?

Well, there are a number of strategies that can be employed, depending on the organisation concerned.

Providing education & training

People who have traditionally benefited from structural inequality, often have a harder time coming to terms with the fact that it even exists. There is definitely an education element of this, in many organisations, combined with demonstrating the benefits of creating a more diverse and inclusive environment. The next part is to deliver the tools and resources required to address the issues, along with implementation training too.

Building diverse teams

Seeking out and recruiting people from diverse backgrounds, of course, helps to build that diversity of perspective, thought and opinion that can truly benefit an organisation.

Supporting underrepresented groups

Providing mentors, networking opportunities or flexible work arrangements, for example, can be of tremendous use for a large cross-section of society, who don’t normally receive much help. Being aware of these ‘gaps’ and providing the support and resources required, will go a long way to addressing inequity.

Tackling bias head-on

Bias can exist out in the open, behind closed doors or even unconsciously in the minds of us all. Shining a light on explicit, and implicit, discrimination is the only way to begin to address it, leading eventually to a more inclusive environment, with equal opportunity for all.

The pros and cons of diversity, equity and inclusion.

Now if you’re reading this, we’re assuming you’re interested in creating a more equitable society, but to arm you against those who may object, let’s quickly summarise the pros and cons of this in the workplace.

Advantages of a diverse, equitable and inclusive workplace

Increased creativity and innovation
When people with different backgrounds and experiences work together, they naturally bring unique perspectives and ideas to the table. This leads to ideas that wouldn’t have formed otherwise, solutions that would never have been found, and innovative new products that never would have been developed. Except, perhaps, by competitors with a more diverse workforce.

Better decisions are made
It’s been proven time and again that diverse teams make better decisions because they have a wider variety of perspectives and experiences to draw on.

Greater engagement and productivity
When people feel valued and included they’re more committed to their work.

This generally leads to reduced turnover, greater engagement and increased productivity.

Disadvantages of a diverse, equitable and inclusive workplace

Can be expensive to implement

Implementing DEI initiatives can be expensive, and time-consuming and if they’re not done properly may have no long-term effect on the business or its outcomes.

Can be difficult to embed across the organisation

Whenever you want to change the status quo, there’s going to be a certain level of resistance. Especially if people feel threatened or uncomfortable with the change that’s being proposed, or feel like their voices aren’t being heard.

When all is said and done…

Granted there may be challenges on the road to a workplace that values diversity, and promotes fairness and equal opportunity, but the benefits of a successful DEI implementation far outweigh the drawbacks.

So if we continue to build diverse teams, and remain aware of the potential of unconscious bias, providing support and resources for marginalised groups, then we will, eventually, create more inclusive and equitable environments that benefit everyone.

By Esther van der Sande