Looking at the most frequently used words, we can establish the following general definitions of the three main concepts within DEI:
- diversity: having people with differences, including gender, race, culture, sexual orientation, ability, and age, to provide varied perspectives and ideas
- equity: treating individuals fairly and eliminating barriers to access so everyone has the opportunity to contribute
- inclusion: ensuring people are not only included, but also feel valued for their individual ideas; creating a sense of belonging
Other ways to implement DEI at work
Figuring out how your company defines DEI is a great first step, but it’s only the first of many. Now, it’s time to relate those definitions to action. Maybe your definitions lend themselves well to a particular initiative. For example, if you’re defining equity as an ongoing process of power redistribution, it’s the perfect opportunity to introduce regular reviews of management positions and promotions through a DEI lens. If your definitions are more abstract, then it’s time to brainstorm how you can infuse DEI into new and existing policies and initiatives.
There are so many ways to implement DEI throughout your company, so use the following list for ideas and guidelines.
Create a dedicated DEI group.
Starting a diversity and inclusion committee might be a cliché first initiative, but it is important to have a dedicated group to brainstorm and plan DEI initiatives, measure impact, make connections in the community, and collect feedback. Consider appointing a Chief Diversity Officer to oversee the committee and broader DEI efforts. If you want to commit to DEI, make sure the group is a priority and not just another volunteer committee employees can list on their CVs.
Involve leadership.
Initiatives work best when there’s support from the top. Make sure leadership is involved with DEI efforts in some way, whether it’s through attending diversity committee meetings or having regular touchpoints with the Chief Diversity Officer. This shows the company is taking DEI seriously and will have a trickle-down effect when managers and employees see that leaders are buying into diversity, too.
Don’t stop at diverse hiring.
Having a diverse and inclusive hiring process is important for injecting diversity into your company, but make sure that diverse mindset follows new hires into the job. Having policies in place around inequality, discrimination, and harassment contributes to a safe working environment for all employees. Let employees know that racism and misogyny — even in the guise of “jokes” — won’t be tolerated, and make sure managers and HR understand these policies and what actions to take when incidents occur.
Promote internally.
In addition to putting diversity at the forefront of your hiring efforts, make sure that DEI is also considered in leadership and promotions. Are the best people overall being promoted to higher levels, or is it mostly those who fall in line with existing practices and ideas? Use the same anti-bias strategies for existing employees as you do for hiring and you’ll find that all levels of your company are aligning with DEI goals.
Consider points of view outside your own.
In self-evaluations, BIPOC and women are most likely to underrate their contributions. Remote work especially benefits employees with disabilities and those who are caregivers to children or ageing parents, often women. Be aware of which policies and practices act as barriers to different groups and judge their advantages and disadvantages accordingly.
Make use of AI in hiring.
We’ve written about this previously, and if you’re on our site you probably know that Knockri is all about achieving DEI goals using AI in your candidate selection process. Using our interview assessments strengthens company diversity by shortlisting the best candidates and taking the unconscious bias out of talent acquisition. For more information about Knockri and what we do, contact us using the form below; we’d love to chat with you!