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Navigating Diversity, Equity, and Inclusion in the Workplace

Emily Elking

Photo by Mimi Thian on Unsplash

Diversity, Equity, and Inclusion (DE&I) in the workplace signifies the efforts of an organization to support different groups of individuals. DE&I programs typically focus on awareness and education regarding different races, ethnicities, genders, ages, abilities, and sexual orientations. In a nutshell, DE&I plans in the workplace should aim to bring a broader sense of understanding to all the unique differences amongst employees – the pieces of their lives that make them who they are. 

As social responsibility gains more focus, businesses increasingly understand their role in contributing to social change and addressing systemic inequalities. The argument that DE&I is good for business performance is widely accepted and not something that can be refuted:

Several well-known companies broadly communicate how their focus on DE&I has contributed positively to their company culture, the communities they operate in, securing top talent in competitive environments, and creating better products based on diverse viewpoints to name a few achievements. Take Progressive Auto Insurance as an example. Progressive  reports their annual engagement and culture survey results ranked in the 96th percentile of all companies using Gallup’s engagement index. Engagement at Progressive is more than double that of the U.S. working population. Plus, they boast an impressively low voluntary turnover rate. Progressive is also consistently recognized for its strong DEI focus, which has earned it the top spot in the list of best companies for diversity and inclusion in 2024 by Business Because. 

In my career as an HR professional with experience in all stages of DE&I strategies from implementation to continued execution, I’ve witnessed first hand how a successful DE&I strategy helps to foster belonging within an organization and truly works together with the company’s core values to create a culture where everyone can bring their whole self to work. 

I’ve seen how the benefits for DE&I within organizations span well beyond the bottom line and what it can do for an organization’s success; but even if DE&I is instituted just for the business case, it’s there.   

As an example, McKinsey conducted an analysis that found companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile. The same report shows similar findings for ethnic and cultural diversity, top quartile companies outperformed those in the fourth quartile by 36 percent. 

“The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.” - McKinsey

Diversity, equity, and inclusion represents the heartbeat of a morally conscientious organization. Nurturing these principles isn't merely a box to check; it's a testament to a company's commitment to social responsibility and ethical leadership. Successful DE&I plans should symbolize more than corporate mandates. A commitment to DE&I awareness and education requires nurturing and deliberate attention. Leaders must understand that genuine commitment goes beyond superficial measures, as it is through sincere investment and dedication that DE&I initiatives transform workplace cultures.

Where should a leader setting out to implement a Diversity, Equity, and Inclusion Strategy begin?

If you find yourself in a company without a true DE&I strategy, now is your chance to impact a positive and lasting change. Begin with your own education. Reflect on your own beliefs, biases, and privileges. Work to understand how your background and experiences shape your perspectives on DE&I issues. All of us are unique in our own way. Diversity is not just what you can see: it’s all the things that make you who you are. 

I once worked for an organization that depicted diversity as an iceberg – meaning you have attributes that can oftentimes be seen or picked up on easily (i.e. gender, skin color, etc.), but there is so much more under the surface (i.e. religion, political affiliation, age, etc.). Understanding this is the first step for a leader in understanding diversity, equity, and inclusion as a continuous learning journey.

Photo by SIMON LEE on Unsplash

Once you have wrapped your mind around the personal DE&I implications of your experiences, it’s time to personally commit to broadening your knowledge:

  • Read (Culture Ally has an impressive list of “Must-Read DEI Books.” I personally recommend Belonging: The Key to Transforming and Maintaining Diversity, Inclusion, and Equality at Work by Sue Unerman and Kathryn Jacob)

  • Attend workshops and training sessions (LinkedIn offers virtual workshops and courses to build your foundational knowledge)

  • Engage with people that have diverse perspectives, networking with others to learn about their company’s initiatives.

  • Evaluate your organization’s current policies, programs, and initiatives and identify areas where you can improve and promote DE&I.

  • Lead by example – you don’t need a formal program to hold yourself and others accountable for demonstrating a respect and commitment to DE&I.

As a leader it’s your responsibility to educate and build awareness within your organization while building an impactful DE&I strategy.

Build Awareness

The first step is to connect all DE&I initiatives to your organization’s core values and mission. Emphasize how fostering diversity, equity, and inclusion aligns with the organization’s overall publicized commitments. Share examples with your organization about your journey with DE&I and how you have personally seen it positively impact the business, but more importantly what you’ve learned from it. Leaders who can tell their story about how DE&I spans beyond business metrics into the fabric of the company will cultivate an environment where focusing on DE&I just makes sense. 

This HBR article encourages leaders to get uncomfortable, “push yourself to communicate candidly about difficult topics. Accept that you are never going to be perfect. Apologize and admit your mistakes and blind spots, express gratitude when someone corrects you, listen to those who have been injured or silenced, and commit to doing better.” Employees will notice the authenticity of your DE&I journey and feel empowered to speak out themselves, which will foster organizational awareness and empathy.

Be Visibly Involved

Once you have built awareness around DE&I and its importance within your organization, it’s imperative to be personally and visibly involved. Some ways to do this:

  • Sponsor and participate in DE&I training – This demonstrates your genuine commitment to learning and growth in this area for yourself and others in the organization. 

  • Promote diverse representation – Advocate for diversity in leadership positions, in decision-making bodies, and in recruitment processes. Ensure diverse voices are heard and valued in all discussions and decision-making processes.

  • Allocate resources for DE&I initiatives – If you have the authority to allocate budgetary resources, staffing, and other resources to DE&I initiatives, do it. 

  • Establish and be visibly involved in Affinity Groups (also known as Employee Resource Groups) – If your organization doesn’t have affinity groups, begin identifying employees with a passion to put these groups together and be a part of the groups with them. 

  • Celebrate wins – Highlight success stories, showcase diverse talent, and create opportunities for employees to learn about and celebrate differences.

Cory Holloway on LinkedIn summarizes leadership involvement nicely by stating,

“When leaders prioritize DE&I efforts, it signals to their employees that creating an inclusive workplace is essential. It sets the expectation that everyone is accountable for creating an environment where all employees feel valued, respected, and included.”

Photo by Husna Miskandar on Unsplash

The more leaders are visibly supporting and taking part in DE&I efforts, the more the company culture will support employees sharing their diverse thoughts and ideas. 

Check-in on your Initiatives

There is no playbook to perfectly implement DE&I initiatives into your organization. Therefore, checking in on initiatives is essential to ensure they remain effective, impactful, and aligned with your organization’s goals and values. 

One way to easily check-in on your initiatives is to establish clear metrics and goals to your initiatives. These may include metrics related to diversity in hiring and promotion, employee motivation and satisfaction, diverse leadership representation, retention rates, etc. 

When setting metrics pertaining to your initiatives, be cautious to not allow the metrics and goals to drive your initiatives to the point your focus on DE&I doesn’t seem authentic or result in negative perceptions. For example, don’t push a diverse leadership metric so much that employees start to question if the best candidates are being selected for leadership positions. If you see that you’re not meeting a metric, take this opportunity to get employee feedback as to why you’re not meeting your goals. 

Another way to check-in on your initiatives is to establish a regular mechanism to gather data related to your DE&I initiatives. Some ways to do this include employee surveys, exit interviews, focus groups, regular employee check-ins, etc. Find ways to communicate not only the DE&I wins, but also those areas where you can improve. Focusing discussions on the improvement areas from the data you collect will help you as a leader be comfortable with the uncomfortable and promote real conversations about tough topics.

Lastly, be flexible and willing to adjust your strategies as needed. Best practices, changing needs, and societal issues continue to evolve the DE&I space everyday. What works today, may not work tomorrow and that is okay. Continually checking in on your strategy and being flexible is key to impactful DE&I strategies.

Personally Commit to Leading a DE&I Plan in Your Workplace

Committing to lead in the space of DE&I requires personal reflection as to why the topic matters to you,what makes you different, and your willingness to learn and identify your own unconscious biases. Leading these types of initiatives require skills that have to be cultivated over time. A certified career coach may be just what you need to reflect and refine your path forward.  Reach out to the experts at The Wilbanks Consulting Group. You can schedule a free 30-minute consultation to discuss your individual needs and challenges. We are happy to help you create the habits to become a successful leader.