Is Your Company Really Ready for Diversity, Equity, and Inclusion?
Diversity, Equity, and Inclusion are more than policies, more than quotas to fill. It’s about giving all underrepresented groups a real seat at the table. This work requires organizations to look within, to look at their competitors, to ask how they have upheld unfairness within their own company and amongst their industry. It may not be comfortable work, but it is necessary — both in fairness and in your organization’s ability to reach its full potential.
But it’s more than simply putting a woman or BIPOC in an executive role. It’s wide, sweeping changes to the way you hire, train, and promote — and the culture your organization builds from within. It’s not just public image, it’s internal reputation, too. Is your organization doing enough? Is what you’re doing meaningful?
Here are 8 resources to help you reflect on your own diversity, equity, and inclusion efforts, and examine whether your organization is really ready for a fair and equal workplace:
Transparency is the key to accountability. Being open, communicative, and honest about your organization’s efforts, where it stands, where it has to go, and the work you’re planning to do to reach your goals are important parts of demonstrating your commitment to DE&I. The Ford Foundation — among many other high profile corporations — has revealed just how diverse it is today, in what ways, and how they plan to fix it. Letting people see where you stand helps hold organizations accountable for their hiring decisions, and allows those outside your organization to hold you to your word.
Nonprofit organizations are those that seek to improve the world with their work. Embracing diversity, equity, and inclusion as core values of not just the hiring and cultural efforts of the nonprofit, but of the overarching ethical, moral, and societal values, makes space for positive outcomes and flourishing organizations. This resource includes an extensive library on guidance, materials, and toolkits necessary to incorporate a robust code of DE&I within the nonprofit sector.
Programs designed to increase DE&I in the workplace often fail. So what can companies do that actually works? A plan that includes ways to set goals, measure, gather feedback, listen — and not get caught up in the numbers — is the only way to make real improvement.
Torin Ellis, a renowned expert and passionate advocate for diversity and inclusion, spoke at our Talent Success Conference on the importance of making sure that diversity and inclusion are not just recruiting initiatives — DE&I must be a core organizational belief and a business focus. Ellis doesn’t let diversity be another metric to report on. He forces his audience to get uncomfortable and think about the bigger impact and real results of DE&I. This is a must-see video.
Unrest is never easy. Forcing leadership to examine their own complicity with racism is a daunting task. Every organization will have made mistakes, but good leadership will not shy away from reality. Bernard Coleman, Head of Employee Engagement at Gusto, details how leaders can tackle this moment head-on, with grace and meaningful action.
Your organization may be hearing a lot more from individuals asking for action. This article details why this time it’s different, what the expectations are, and how to engage with your employees for meaningful conversations and actionable next steps that show your employees that this matter is serious to the organization and that their concerns will be heard.
The world of work is forever changed by the Coronavirus pandemic, and many organizations are pausing programs and making cuts — DE&I shouldn’t be one of them. With the pandemic ravaging the Black and Latino communities in disproportionally high numbers, women bearing the brunt of unemployment, and older workers feeling nervous about their risk level; security, belonging, and inclusion is something that your underrepresented employees need now more than ever.
Many companies have unconscious bias training programs to help eliminate racism and harassment in the workplace and in hiring efforts. But are these behaviors really that unconscious? And how closely related are attitudes towards these actions and the actual actions taking place? In other words, this article examines how well we can predict if an individual will do the things they believe to be wrong. So, if unconscious biases are hard to measure, what actually works? Look into changing the culture.
Diversity, equity, and inclusion are not things that can be accomplished overnight. Implementing a DE&I program that is truly effective takes planning, listening, communication, and feedback — and it requires substantive cultural change. For more ideas on how to re-examine your organization’s DE&I initiatives, ClearCompany Workforce Planning & Analytics can help you get a clearer picture of your people and make more informed decisions about the future of your DE&I. Reach out to experts today and to learn more.
This article was originally published on the ClearCompany blog.