Diversity, Equity, & Inclusion

With 78% of people believing diversity, equity, and inclusion give a business a competitive edge, ignoring this TARS component is unwise. Though complex, it is pivotal so let’s first start by understanding the terminology.

Diversity is the practice of employing people from a range of different social and ethnic backgrounds, genders, ages etc.

Equity refers to fairness and equality in outcomes identifying and acknowledging the specific needs related to the different demographics in the team.

Inclusion is the practice of providing equal access to opportunities and resources. 

Diversity is the who, and equity and inclusion are the how. 

7 steps to guide you through the planning

1. Understand your labour market, both locally and nationally.

2. Learn what your team’s view is on your business’s current DEI practices by soliciting their feedback.

3. Compare your current DEI with the labour market to identify areas in your business that are lacking and those areas that are on point. 

4. Design and stipulate timelines to meet the DEI objectives and milestones. 

5. Communicate your new DEI strategy to the team, encouraging their feedback and buy-in.

6. Train management in the implementation of the policies and procedures required to meet your DEI outcomes.

7. Start the implementation process and continuously measure and assess the outcomes.

Work to avoid 3 of the most common mistakes

1. Gratuitous quota hiring. This practice is offensive and defeats the purpose of a DEI. To combat this consider hiring or engaging a contract Accountability Partner who overseas each potential hiring decision.

2. Performative diversity. This is the practice of conveying a commitment to DEI but failing to create a strategy around it or failing to action a strategy. This can be addressed by your Accountability Partner who can continuously monitor your progress and strategy adherence.

3. Unchecked unconscious biases. We all have them and some of yours might surprise you. Ask your Accountability Partner to help you illuminate these. 

Your DEI policy is critical and not only because it is morally significant, but because it is  strengthens your Talent Acquisition and Retention Strategy. It also helps grow your market share by bringing new concepts, perspectives, and options to the table, broadening your customer base and customer relatability.

NOTE: DEI progressive companies are more commercially successful than non-progressive ones.

If you would like our help on this topic, you can contact me any time for a discussion.