Holistic and long-term view of DE&I

The question remains: are we thinking broadly enough and transforming deeply enough to embed DE&I into the very fabric of our organizations? True progress requires moving beyond reactive strategies and integrating DE&I into every facet of operations, culture, and leadership development. Below, we explore how organizations can sustain a long-term commitment to DE&I while creating workplaces that thrive on inclusivity and equity.

Diversity

First, it is important to start with a proper definition of diversity that goes beyond race, ethnicity, and gender discrimination. We must think about the many other qualities that comprise a diverse workplace to truly understand the multiple experiences of our people.

Take, for example, this list of 39 unique diversity characteristics by Built In:

We appreciate the comprehensiveness of this multifaceted definition of diversity. Think about how many employees you lead daily and the infinite differences they bring to work that shape who they are and how they show up.

Equity

With the above in mind, let’s turn to equity. What is your role as a leader in helping those individuals who have been marginalized and historically underrepresented catch-up?

For example, imagine one of your employees was born in a disadvantaged geographical location. This person was not exposed to good manners, cooperative play, nor the importance of education. They spent most of their childhood without consistent adult oversight because their parent(s) worked multiple jobs. With these factors at play, they grew up lacking resources, support, and opportunity. When this person enters your organization at age 25, they are not on a level playing field when compared to their privileged peers.

What is your civil duty and corporate responsibility to support this person and the many others who continue to be left behind? What partnerships can your organization forge to make a positive impact in the lives of your people?

Recent efforts have targeted the underrepresentation of Black professionals in key industries:

In 2023, the National Association of Black Hotel Owners, Operators, and Developers (NABHOOD) hosted its 27th Annual Summit to advance African American hotel ownership. Additionally, Penn State’s 2023 report highlighted slow progress in diversifying leadership within hospitality.

The National Association of Black Accountants (NABA) supports over 200,000 Black professionals through education and networking. Despite such initiatives, a 2023 CPA Journal article notes that Black accountants still face recruitment, advancement, and retention barriers.

These examples underscore the need for organizations to contribute meaningfully to equity and representation. How will your organization lead the way?

Inclusion

Inclusion is the final piece of the DE&I puzzle. Once you have the right balance of diverse folks in your organization and a culture of equity to help them thrive, here are some ways to make them feel at home.

Listen to your employees

Every person in your organization brings unique strengths, needs, and preferences, from the pronouns they use to identify themselves to the skills they contribute to their teams. Prove you are listening by eliminating a one-size-fits-all approach to employee development and instead incorporate individual needs assessments into all training programs. Also, celebrate the differences in your workforce as you learn more about them. Show your people you see and hear them by calling out how their individuality improves your organization.

Finally, and most importantly, encourage employees to share their stories and struggles. As more individuals open up, others with similar struggles will feel more comfortable doing the same. Your people will be empowered to let down their guards and feel safer bringing their authentic selves to work.

Encourage different perspectives

New thinking brings new innovation. During meetings and within project teams, ensure every person represented has an opportunity to speak their mind. Point out how various opinions and experiences contribute to creativity and eliminate groupthink. Do not shy away from conflict; instead, use it to facilitate constructive conversation and nuanced dialogue.

Transform your policies

Hold your organization accountable to inclusivity this year by putting your commitment on paper. Define how your organization, as a living system, will foster inclusivity for all employees. Re-evaluate existing practices to ensure they encourage diverse employees to rise. When your workforce can acknowledge each other's stories, struggles, and perspectives, even more privileged individuals will begin to understand and be less resistant to these changes. Continue to hone your culture so that equity is a hallmark of your values and the norms your staff exudes and experiences.

Our passion for advancing diversity, equity, and inclusion in the workplace moves us to help our clients evaluate their culture, practices, and strategies to ensure a long-term commitment to DE&I in their organizations. We would love to do the same for you.

Contact us today to learn more.