Diversity, equity, and inclusion (DEI) have a storied history stretching back to the labor movements of the 1960s. Since then, legal precedent, widespread studies, and slow, steady changes have helped shape our modern view of what it means to have a diverse, equitable, and inclusive work environment.
Unfortunately, despite decades of work, underrepresented individuals still face discrimination, microaggression, harassment, misconceptions, biases, and stereotypes when entering the workforce. It doesn’t help that antiquated business practices persist and create disadvantages for those workers.
Conversations about crucial cultural diversity and inclusion topics can spark action and generate awareness, but talk will only get you so far. Leaders of inclusive and diverse workforces must take action to ensure their teams remain safe, feel valued, and have a fair shake at new opportunities.
Today, we discuss the DEI topics that should be at the forefront of every conversation in your organization. We also provide some tips on how to overcome objections and craft a sustainable DEI movement.
Understanding DEI: The Foundation of Inclusive Leadership
Diversity, equity, and inclusion often get lumped together as DEI, with many forgetting about the “E” and “I” parts altogether. In order to wrap our heads around what each component means to modern business, we have to examine them in more detail.
- Diversity – Often seen as surface-level features, such as ethnicity and gender diversity. However, diversity is much more than skin-deep. It’s religion, culture, language, socioeconomic background, sexual orientation, gender identity, capabilities, and generational diversity (think of the divide between Millennials and Baby Boomers).
- Equity – Involves considering circumstances and adjusting treatment to ensure fair outcomes. McKinsey and Co. outlines equity not as equality but rather as creating equitable scenarios. Equity considers initial inequalities and creates a work culture where those with diverse backgrounds can still succeed.
- Inclusion – Embracing, celebrating, and valuing the unique intersectionality individuals bring to the organization. Intentional inclusion is all about equitable workplace culture and ensuring everyone feels a sense of belonging. They also feel a sense of psychological safety when sharing their opinions, insights, and ideas.
A 2023 PEW report showed that 56% of workers feel increasing DEI efforts is a good thing, and a majority of younger workers look for inclusive and equitable company cultures before making an employment decision. Combining the three and putting them to good use in your organization is a recipe for sustained growth, innovation, and positive workspace perception.
Key DEI Topics for Today’s Leaders
2023 brought several innovations for human resource professionals, including new technology and a deeper dive into AI. However, DEI topics remain at the forefront of many conversations, with a few key trends carrying over to 2024, such as:
- Using AI and machine learning (ML) to improve diversity hiring. Leveraging these tools can eliminate unconscious bias during the hiring process, leading to better skills and experience fits.
- Closing the pay gap for people of color, LGBTQ individuals, transgender individuals, and women. Equitable leaders champion wage transparency, inclusive benefits, and predictable career progression paths.
- Providing mental health support for team members. Workers are more stressed than ever, prompting a need for mental health-based benefits, better work-life balance, and a focus on stress management.
- Developing inclusive leadership. Inclusive leaders are pivotal for creating equitable and diverse workplace environments. As such, investing in their development through courses like those from Coach Diversity Institute will magnify those efforts.
- Training staff on topics like cultural competence and awareness. Global workforces require a higher degree of cultural understanding to ensure teams remain cooperative and effective.
Some of these topics remain controversial for various reasons, but a hallmark of outstanding leadership is the ability to challenge the status quo and instill fundamental changes. Encourage these conversations and others like them to continue elevating your organization’s DEI efforts.
Overcoming Challenges in DEI
A shocking 16% of workers feel that focusing on DEI is a bad thing despite evidence to the contrary. These downers will likely drag their feet and resist tooth and nail any form of DEI initiative that comes across their desks, despite the fact that it is backed not only by studies but federal policy, like Executive Order 14035, for example.
Here are a few ways you can confront, coach, and redirect those individuals to be more receptive to the positive changes you plan to make:
- Have honest and straightforward conversations about why you’re implementing DEI initiatives. It’s also essential to explore what you hope to achieve, such as reduced workload for co-workers or more comprehensive benefits.
- Eliminate negative mindsets and divisional thinking. Encourage everyone to think of the team rather than confrontational units.
- Lend an open ear to constructive criticism, feedback, concerns, thoughts, and opinions. The idea is to create an inclusive workplace culture for everyone, not just those who agree with your decisions.
- Get the team involved in big and small gains. Every bit of progress is worth celebrating.
- Keep your foot on the DEI pedal. Don’t let complacency undo your hard work by keeping DEI topics in daily conversations and investing in continuous education through a partner like Coach Diversity Institute.
Lasting DEI change is a long-term strategy, not a short-term bandaid. Recognizing the ongoing need for DEI training programs, coaching, and development is precisely why Coach Diversity Institute developed certified diversity coach programs. Certified diversity coaches can take your DEI efforts to new heights by providing the skills and knowledge needed to navigate the modern workplace.
The Role of Leadership in Championing DEI
Successful leaders embody their company culture, using every interaction as a platform for sharing the core values, mission, and vision. It’s this role in company culture that makes leaders vital for championing DEI. After all, DEI is a fundamental component of company culture.
An inclusive leader makes every team member feel valued, does whatever they can to eliminate microaggressions, slights, or unconscious biases, and acknowledges their own blind spots. Additionally, these leaders hold others accountable when they engage in behavior or use non-inclusive language that perpetuates misconceptions and stereotypes.
Moreover, leaders can make top-down decisions and policy changes that impact hiring, promotions, and development. By investing in DEI initiatives at the most senior levels, changes become second nature to the organization.
Creating Sustainable DEI Impact
We’ve talked about how diversity, equity, and inclusion are more like a marathon than a sprint, with a consistent effort needed to maintain momentum. Creating a lasting DEI impact depends on the habits of everyone, including:
- Ongoing diversity training, including bystander intervention, workplace harassment, inclusion training, and unconscious bias training.
- Constant conversation of evolving DEI training topics, trends, and skills.
- Honest self-assessment and concentrated effort to shift misconceptions.
- Adaptation, engagement, and participation in DEI initiatives and activities.
- Unrelenting courage in the face of resistance or when coaching others.
Also, including DEI as part of your company culture creates a constant reminder that you’re fighting for your team members. And leaders who embody their cultures are more successful than those who don’t!
Transform Your Organization with DEI and Coach Diversity
DEI may be a hot-button topic for some, but the evidence is clear—diversity, equity, and inclusion are vital components of successful modern businesses. As companies become more globalized and workforces become more diverse, the need to adapt to evolving DEI topics is necessary to remain competitive.
Discussion alone isn’t enough to make a lasting impact in your organization. You need consistent action, ongoing education, and strong leadership buy-in to entrench DEI concepts as cornerstones of an inclusive culture. That inclusive culture values everyone from different backgrounds, which isn’t just good for social justice but also improves employee engagement and retention.
Few other methods are as effective at transforming organizational thinking to include a greater focus on DEI than a Coach Diversity Institute course. Coach Diversity Institute’s coaching programs elevate leaders and front-line employees by boosting their DEI knowledge, leadership capabilities, and cultural awareness. Contact us today to get your team started!