Diversity, equity, and inclusion (DEI) has come a long way in recent years, particularly in the wake of the Black Lives Matter movement, when diversity initiatives became a priority item on the business agenda. Rather than being seen as an optional extra, DEI became a ‘must-have’ element of any reputable organization.
Benefits of diversity
The business benefits are clear – diverse companies are better places to work, make better decisions, have a more favorable profile in the community, and earn more tremendous respect in the marketplace. It all adds up to greater financial returns.
Companies are taking on board the latest research on employee demographics and what factors influence the experience of their staff – and have expanded self-identification accordingly to look at a greater selection of options. Factors such as age, immigrant status, religion, mental health, and socioeconomic background are being included more and more when surveying teams. According to the 2022 Alliance for Global Inclusion Report, there has also been an increase in diverse recruiting panels and mentor and sponsor programs, as well as a greater focus on inclusive language, inclusive product design, and leveraging artificial intelligence (AI) technology to gain deeper insights.
However, despite the many steps forward made when it comes to social impact and inclusive workplaces, times are tough for everyone. In the post-pandemic world of recession fears, inflation, layoffs, and supply chain disruption, there is a danger of commitment drift creeping in. We would all like to believe that the impact on diverse hires from the racial justice commitments of 2020 will hold up – and that the creation of DEI roles will stand the test of time. But the reality is that some companies are putting what they view as ‘core business’ at the heart of their strategy – not their employees.
Women and minorities
To make matters worse, a Harvard Business Review study has revealed that women and minorities are disproportionately affected by this. Companies see a 9-22 percent reduction in white and Hispanic women, as well as a dip in Black, Hispanic, and Asian men, on their management teams when they cut positions rather than evaluate individual workers.
But, even when the going gets tough, all is not lost when it comes to DEI. With the right approach, it is possible for training professionals to ensure a proactive and ongoing commitment to DEI without breaking the bank. Some simple, practical steps can make all the difference.
A strong plan, systems, and processes can make all the difference when it comes to sticking to commitments made to stakeholders. So, implement a commitment scorecard to help ensure promises are kept. Take a promise inventory, track the measures over three months – including an employee survey – then schedule a meeting to review the scorecard and plan the next steps. That will help keep senior leaders on track.
If leaders are facing layoff decisions, remind them that it is crucial to ensure they are made fairly. It is worth highlighting that performance reviews including job cuts are based on just that – performance. Provide them with the necessary tools and training for career discussions – including training on how to be inclusive when it comes to deciding who to let go. Managers need to have a very clear view of what each member of their team is contributing, the strengths they bring to the team, and their overall performance against clear metrics and yearly professional goals.
How training can make a difference
The correct tools and training can also make a big difference when it comes to supporting employees during difficult times. Encourage managers and DEI leaders to hold listening sessions, for example, and provide resources on mental health. And equip middle managers with the tools to have ongoing conversations on topics such as minimizing micro-aggressions or building team inclusion.
Linking bonuses and opportunities for promotion to DEI commitments can keep the momentum going. Even simple steps can help – creating a psychologically safe space for all employees to feel included, for example, or implementing a no-interruption rule in meetings. Another useful technique for managers is asking for 360° feedback and being open to hearing how they can manage their team or an individual in the way that works best for them.
Basic change management principles make it clear that change comes from consistent reinforcement over time. Inclusion is not exempt from that, so training professionals should consider leveraging technology by implementing digital inclusion content into learning management systems or providing access to an external resource – giving employees a way of learning more in their own time.
A Weber Shandwick study found that 28 percent of respondents would stop doing business with a company that treats its employees poorly, and 25 percent would stop if the company did not commit to DEI. When times are tough, upholding promises to employees, customers, shareholders, and communities is more important than ever – particularly when it comes to DEI.
