Diversity, equity, and inclusion (DEI) have become three buzzwords in modern corporate culture and with good reason. When it comes to DEI, it is not just about creating buzz but about creating better business through upholding values that benefit us all.
These values are often grouped together due to the importance of combining all three into business practices; only by working all three values into the fabric of an organization will a DEI strategy be truly impactful. To gain a better understanding of DEI, it is important to break down each component:
- Diversity signifies the acknowledgment and appreciation of individuals from diverse backgrounds, ability levels, identities, and experiences, encompassing a range of races, sexual orientations, and religions. It emphasizes the importance of representation for groups that have been historically or systematically marginalized, such as minority communities. The journey towards workplace diversity commences with the recruitment process, where efforts are made to invite applicants from underrepresented groups.
- Equity refers to the just treatment of all, ensuring that one’s identity doesn’t restrict that individual’s opportunities or outcomes. Unlike equality, which treats everyone identically, equity considers individual circumstances to achieve equal results. It acknowledges and seeks to rectify the disadvantages faced by certain groups due to historical and systematic oppression, potentially involving resource and power redistribution.
- Inclusion is the state of belonging where all individuals, irrespective of their background, are valued and welcomed. It involves creating a workplace environment that allows diverse groups to thrive, possibly through initiatives like mentorship programs for historically oppressed groups. It ensures that every employee feels empowered to contribute significantly. For companies aiming for diversity, fostering an inclusive culture where every voice matters is crucial for talent retention and leveraging the strengths of a diverse workforce.
The DEI Impact
The implementation of our own DEI Program has had far-reaching benefits, creating a culture that employees embrace and of which they are proud to be a part. Here are some of the ways we have implemented and harnessed the transformative power of DEI:
- Engaging Leadership First: Weston’s initiative to launch its DEI Program, beginning with the executive team, has been a strategic move towards fostering an inclusive culture. By engaging executives in DEI training from the outset, Weston secured their endorsement and commitment, setting a precedent for the entire organization. This approach showed the Program’s significance to the leadership and established company-wide participation as a critical objective. The successful training of executive leaders created a ripple effect, subsequently extending to managers and all employees. This method ensured that support from the top was not just nominal but instrumental in approving the necessary investment of time and resources to implement DEI training across the company. The involvement of executives from the start was pivotal, as it underscored the leadership’s recognition of DEI as an essential component of the company’s ethos and operations.
- Creating a Leadership Council: In the wake of the social upheaval sparked by George Floyd’s tragic death, Weston responded by creating the Diversity and Inclusion Leadership Council (DILC). This council was born out of a series of Town Hall meetings led by Weston’s then President and CEO, Alan Solow, which provided a platform for dialogue with the company’s Black employees. These meetings were not only a response to the calls for action and education but also a proactive step towards broader inclusivity. The DILC’s mandate extends beyond racial diversity to embrace all facets of human difference, including age, gender, religion, disability, and sexual orientation, reflecting the rich tapestry of demographics at Weston. The establishment of the DILC has been instrumental in fostering educational initiatives, sparking meaningful conversations, and celebrating the diverse spectrum of identities within the company, thereby promoting a more inclusive and understanding workplace environment.
- Making DEI a part of company culture: Weston’s commitment to fostering an inclusive environment is exemplified by the integration of Inclusion as a core value within the company’s culture. A dedicated task force, comprised of members from the Weston Women’s Network and the DILC, embarked on a mission to encapsulate the essence of the company’s ethos. Their collaborative efforts culminated in the creation of a new core value: “Be Inclusive.” This powerful mantra not only reflects Weston’s identity and beliefs but also its aspirations for relationships among colleagues, partners, and the broader community. The adoption of “Be Inclusive” as a core value has woven inclusivity into the very fabric of Weston’s DNA, cementing it as a fundamental pillar of the company’s culture and guiding principles.
- Fostering DEI Organically: Our “We Are Weston” campaign has been a transformative initiative, fostering inclusivity that celebrates diversity. By providing a platform for employees from varied backgrounds to voice their experiences and insights, the campaign has showcased diverse perspectives across the company’s social media channels and corporate website. This openness has sparked authentic dialogues about DEI, resonating with a wider audience and encouraging a more profound understanding of these critical issues. The campaign’s success lies not only in promoting open communication but also in nurturing a corporate culture that embraces and encourages these discussions, making Weston a beacon for inclusivity in the corporate world.
How to Overcome the Challenges of DEI
Implementing DEI policies can pose several challenges for both organizations and individuals. Here are some of the common challenges and potential solutions:
- Resistance to Change: People often resist change, especially when it comes to altering established norms and practices. This can hinder the implementation of DEI policies. Solution: Regular training and education sessions can help employees understand the importance of DEI and how they benefit everyone. Leadership should also model inclusive behavior to set a positive example.
- Unconscious Bias: Unconscious biases can influence decision-making processes and lead to unfair outcomes. Solution: Implementing unconscious bias training can help individuals recognize and overcome their biases. Regular audits of decision-making processes can also help identify and address bias.
- Lack of Representation: Underrepresented groups may not have a voice in decision-making processes, making it difficult to implement effective DEI policies. Solution: Actively seek input from diverse groups when making decisions. This could involve creating diversity committees or holding regular forums where employees can express their views.
- Tokenism: There’s a risk that DEI efforts can lead to tokenism, where diversity is pursued for appearances rather than genuine inclusion. Solution: Focus on inclusion and equity, as well as diversity. This means not just hiring diverse employees, but also ensuring they have equal opportunities and feel valued and included.
- Limited Resources: Smaller organizations may struggle with limited resources for implementing DEI initiatives. Solution: Leverage partnerships with other organizations or use online resources and tools. Even small changes, like revising job descriptions to be more inclusive, can make a difference.
The Role of Individuals and Organizations
DEI are critical aspects of any society or organization. Both individuals and organizations play significant roles in promoting DEI. Here’s how:
Individuals
- Awareness: Individuals should educate themselves about different cultures, backgrounds, and experiences. This can be done through reading, attending workshops, or engaging in open conversations.
- Inclusivity: Individuals can foster an inclusive environment by respecting and valuing the unique experiences and perspectives of others. This includes being open to differing opinions and avoiding stereotypes or biases.
- Advocacy: Individuals can advocate for DEI by speaking up against discrimination and bias, and supporting policies and initiatives that promote DEI.
Organizations
- Policies: Organizations can establish and enforce policies that promote DEI. This includes non-discrimination policies, equal opportunity employment, and accommodations for individuals with disabilities.
- Training: Organizations can provide DEI training to their employees to raise awareness about unconscious biases and promote a culture of inclusivity.
- Representation: Organizations can strive for diverse representation at all levels, including leadership positions. This can be achieved through fair hiring practices and promotion policies.
Everyone can contribute to DEI efforts in their daily lives and work. Here are a few ways:
- Promote Open Dialogue: Encourage conversations about DEI in your social and professional circles. This can help raise awareness and foster understanding.
- Challenge Biases: Recognize and challenge your own biases. Encourage others to do the same.
- Support DEI Initiatives: Participate in DEI initiatives in your community or workplace. This could include attending events, joining committees, or volunteering your time.
- Lead by Example: Demonstrate inclusive behavior in your interactions with others. Treat everyone with respect and kindness, regardless of their background or identity.
Remember, promoting DEI is a continuous process that requires ongoing effort and commitment from everyone. It is not just about making changes, but also about maintaining and improving those changes over time.
The Future of DEI
Let’s discuss the future of DEI and how organizations can continue to improve.
Emerging Trends
- Data-Driven Strategies: Companies are increasingly using data to inform their DEI strategies. This includes analyzing demographic data, employee surveys, and other relevant data sources to understand the current state of DEI in the organization and identify areas for improvement.
- Inclusive Leadership Development: There is growing recognition of the importance of developing leaders committed to fostering an inclusive culture.
- Recognition of Intersectionality: Companies are beginning to understand and address the ways in which different aspects of a person’s identity (such as race, gender, and socioeconomic status) can intersect and impact their experiences in the workplace.
- Inclusivity in Remote Work: As remote work becomes more common, companies are exploring ways to ensure that their remote work policies and practices are inclusive.
- Global Adaptability: With the increasing globalization of business, companies are learning to adapt their DEI strategies to different cultural contexts.
- Transparency and Accountability: Companies are being more transparent about their DEI goals and progress, and they are holding themselves accountable for meeting these goals.
Improving DEI
- Express C-suite commitment and formalize accountability: Top leadership should express their commitment to DEI and hold themselves accountable for achieving DEI goals.
- Adopt a skills-first approach to talent acquisition: Focus on a candidate’s individual skills and potential rather than their background or pedigree.
- Diversify talent pipelines through work-based experiences: This could involve internships, apprenticeships, and other work-based learning experiences.
- Provide family-sustaining wages and benefits: This can help to attract and retain a diverse workforce.
- Communicate skills-based career pathways: This involves clearly communicating the skills and experiences that employees need to advance in their careers.
- Offer voluntary DEI training for all: This can help to raise awareness through education and understanding of DEI among all employees.
- Listen to and learn from experiences of employees: Create channels for employees to share their experiences and perspectives, and utilize any feedback received to inform DEI strategies.
- Invest resources in cross-training and upskilling: This investment can help ensure that all employees in your workforce can develop and advance.
- Create mentoring and sponsorship programs: These programs can provide support and guidance for employees, particularly those from underrepresented groups.
- Build a diverse supply chain: This involves working with suppliers and vendors that are owned and operated by individuals from diverse backgrounds.
Improving DEI is an ongoing process that requires commitment, effort, and continuous learning. It is about creating an environment where everyone feels valued, respected, and able to contribute their unique perspectives and talents. It is important to remain consistent and committed to these improvements, and over time DEI will become a part of your organization’s DNA.
Sources
https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace
https://hbr.org/2023/09/where-does-dei-go-from-here
https://medium.com/@baredu/the-future-of-dei-trends-and-predictions-44a5966e0569
https://www.bain.com/insights/10-proven-actions-to-advance-diversity-equity-and-inclusion
https://www.cultureamp.com/blog/dei-2022-trends
https://www.youtube.com/watch?v=0K2S9hZzsM8
https://www.youtube.com/watch?v=FiNcWFklj2c
https://toggl.com/blog/dei-tips
https://www.uschamber.com/co/run/human-resources/how-to-improve-dei-in-your-workplace