Our previous post focussed on the benefits of embracing employee individuality. We saw the very tangible business benefits for an organisation, which extend across a surprising amount of areas, right down to cost control.
If we know that there is good cause to pursue this ethos of acceptance, the next question would be, what policies can we put in place to back it up? While the softer elements, such as management approach and support are crucial, the implementation of solid protocols will ensure that this drive to be authentic is actually implemented.
The Organisational Benefits of a strong DEI program
Diversity, Equity, and Inclusion (DEI) programs offer significant benefits to organisations. By fostering diverse teams, companies can drive innovation and creativity through a range of perspectives and ideas. DEI initiatives also enhance employee engagement and retention, creating a workplace where individuals feel valued and respected. Additionally, embracing DEI allows businesses to better understand and serve diverse customer bases, broadening their market reach and improving customer satisfaction.
Diversity, Equity and Inclusion – starting out
Comfortable employees are happier and therefore more engaged, and the numbers back this up. That engagement factor can translate into a healthier bottom line. Less engaged employees cost the world $8.8 trillion in lost productivity, or 9% of global GDP. On the other hand, strong employee engagement can deliver up to 23% higher profitability.
Establish strong DEI initiatives
Inclusive hiring, pay equity, mentorship, sponsorship opportunities, and DEI updates are just some key policies. Aside from their important role in securing compliance, they can quickly become established and start showing results. Additionally, simpler initiatives that celebrate differences can also be implemented immediately. For example, cultural celebrations, breakfasts or events to mark key days in employees’ countries of origin are relatively easy to organise. They are also fun, and create a feel-good factor amongst staff.
Training to ensure inclusiveness and prevent bias
Training is a valuable tool in building human connections in the organisation. New training techniques are available to make that happen. If training programmes provide examples of behavioural change, help to break stereotypes, and encourage feedback, they can change how people interact with each other. With less focus on interpersonal issues, employees’ minds are freed and creativity can flow. If people can share their feedback without fear of retribution, this opens the door to lots of new ideas that might have been blocked before.
Leadership Commitment and participation
Leadership commitment may seem like an obvious one, but at C level or at management level, there are so many immediate priorities, it’s hard to carve out time to focus on DEI. However, it remains a worthwhile endeavour. According to BCG research, a significant positive relationship exists between innovation and things like country of origin, career path, and gender. To some degree, the issue of finding time to focus on DEI can take care of itself if differing cultures, genders, and viewpoints are already embedded in the management team. Driving diversity across the organisation should therefore go beyond general staff to reach the top echelons of the organisation.
Clear, enforced policies against discrimination and harassment
Some clear steps can be taken here. Communicate a zero-tolerance approach towards any form of discrimination or harassment, and make it clear to people what that means. Define what an issue may look like, and what the consequences are. Establish safe, anonymous reporting procedures and investigate complaints in a neutral way, with set timelines and support given where needed. Continuous reviews will then ensure that policies stay relevant and effective. Actions like these move policies off paper and into real life. They become something that people can rely on.
Future proof
Aside from creating the kind of culture people want to work in, and ensuring compliance, robust DEI policies, driven from the top, will make the company a magnet for top talent. This will help to liberate ideas, motivate people and thereby future-proof the organisation. Backed up by a real, inclusive ethos, people will be more ready to handle whatever may lie ahead, together, as a united team.
