How to Promote Diversity, Equity and Inclusion in the Workplace

Attraction and retention, workplace culture, employee productivity and compliance are some of an employer’s more significant challenges. Diversity, equity and inclusion (DEI) programs can be crucial in these workplace factors. While many organizations may already pursue diversity, equity and inclusion efforts, employers are rethinking their strategies and adding a renewed focus on belonging.

What Is Diversity, Equity and Inclusion?

Individually, diversity, equity and inclusion are complicated subjects. As an employer thinks about the current state of their work environment, it can be helpful to understand what these concepts entail.

• Diversity represents the full spectrum of human demographic differences, such as race, religion, gender, sexual orientation, age or disability. Additionally, some employers consider different characteristics—such as lifestyles, backgrounds, personality traits, experiences, family compositions or education—to be elements of diversity.
• Equity is a critical element of fostering a workplace that is both inclusive and diverse. Equity in the workplace refers to fair treatment in access, opportunity and advancement for all employees. In general, inclusion refers to a cultural and environmental feeling of belonging.
• Inclusion can also be defined as how welcome, comfortable and valued an employee feels. Inclusion is a two-way street in which employees are inclusive of colleagues and feel included. Belonging is the experience of employees being wholly accepted and included by those around them.

Tips for Promoting Diversity, Equity and Inclusion

Consider the following tips to promote impactful DEI initiatives:

• Connect DEI training to the overall strategy. Many organizations want to pursue DEI but don’t follow through by implementing efforts into their overall company strategy. A team needs action items, goals and accountability to track progress on DEI initiatives. Employers should also connect these endeavors with metrics, such as employee retention.
• Promote pay equity. Leadership should analyze which employees are underpaid compared to those with similar roles and responsibilities. This will help determine any patterns that may exist where certain groups of people are being undervalued. Any observed pay gaps should be fixed and monitored to make sure the issue doesn’t continue.
• Encourage ongoing conversations. Organizations should encourage employees to share feedback all year, not just during training sessions. Deploy periodic surveys and create paths of communication that can be used to submit any issues that may arise.
• Create employee resource groups (ERGs). ERGs are employee-led groups that focus on supporting employees who share a common background, identity or interest to promote a sense of belonging in the workplace.

We Can Help

Contact the professionals at Lyceum Insurance Services for guidance in promoting diversity, equity and inclusion. We’re dedicated to helping organizations foster and maintain an optimal work environment.

This blog is intended for informational and educational use only. It is not exhaustive and should not be construed as legal advice. Please contact your insurance professional for further information.