We are all familiar with the term diversity, equity, and inclusion (D,E&I). These days most people are aware it is vital to company performance for everyone to be listened to, treated with respect, and given equitable opportunities.

D,E&I plays a fundamental role in creating a fair and empowering environment that allows people to thrive, which also benefits the communities they live in and the organizations they work for.

Today, many companies are focusing their efforts on D,E&I strategies as legislation continues to raise standards.

However, though there has been real progress in workplace diversity, we need to ensure the individual employee’s involvement is more than symbolic.

Simply hiring a diverse workforce will not address some challenges that can impact equality. We need to understand equity and inclusion are not the same as diversity to prevent tokenism.

The differences between diversity, equity and inclusion

Clarity on the true meaning and role of diversity, equity and inclusion can help organizations target issues to address tokenism and achieve meaningful change.

Hiring diverse talent will ensure a workforce is made up of people from a variety of different backgrounds, with different ways of thinking.

Through equity we can recognize and target needs that are specific to individuals; employees experience the same workplace differently.

Inclusion allows us to create a culture that genuinely values, accepts, and supports individuals, encouraging them to share their unique experiences and opinions so they can understand each other better and learn from one another. It allows people to develop regardless of their identity or circumstance and is a key driver of organisations where everyone can thrive.

We have to ensure our actions, and the procedures we have in place, are not just perfunctory and go beyond tokenism to make real a difference.

Establishing authentically inclusive cultures

Firstly, building an inclusive culture is everybody’s responsibility.

HR and the leadership team can certainly champion inclusion, but company culture is ultimately defined by the daily actions and behaviors of every individual within an organization.

Being curious and interested in the thoughts and perspectives of others can help us gain knowledge, learn new skills and expand our minds. So, it is incredibly important to foster a supportive environment where people feel comfortable being open enough to share their stories.

If a team leader or a colleague talks about how they achieved something they are proud of it can be inspirational. If they also share their worries, insecurities and failures it can make those around them less concerned about appearing vulnerable, which can also help them learn and grow.

Knowing the people you work with leads to better empathy, which is essential to creating an inclusive culture. And research suggests organizations that allow people to be their authentic selves, whilst being part of a group, are truly inclusive.

How to create more inclusive workspaces

Organizations need to have an accurate understanding of the current state of play. This includes assessing whether employees feel the workplace is inclusive, and whether management and HR practices themselves are inclusive. Then they need to take targeted action.

Policies and practices should facilitate opportunities for all employees to have a say in important discussions and participate in decision-making. As well as uncover potential bias in the way performance is measured and recognized.

One of the biggest challenges is unconscious bias, as we all make assumptions about others. Noticing and calling out unconscious bias will make it more visible, and sometimes uncomfortable conversations have to take place for it to be addressed properly.

Companies need to be invested in learning as much as possible about their culture and take an evidence-based approach. Creating surveys to measure perceptions of inclusion from multiple perspectives or analyzing existing data to uncover barriers can help.

In my role as Chief Diversity and Inclusion Officer gaining input from others around me is critical.

This could be through sentiment surveys and set up working groups to gain a more in-depth understanding of our needs.

Or by attending employee resource group (ERG) meetings to hear from people first-hand. This can inform policies, as well as introduce new learning opportunities, based on feedback from our ERGs.

Employers also have to analyze our key people processes to check for bias and continue to review the data we capture to measure progress.

Opportunities to promote D,E&I

As well as ensuring hiring is diverse, talent development is equitable, training is accessible, and the benefits offered to all employees are inclusive. There are many ways HR can make a difference.

Facilitating confidential feedback, speaking up against non-inclusive behaviors and developing progressive business plans all contribute to an inclusive culture and systemic change.

Once you have input and information you can take the necessary actions, and if you decide not to take some actions it is vitally important to communicate why.

When people share their feedback, they need to feel heard, or they will start to feel there is no point in contributing to conversations.

Combating tokenism

Just considering the demographic of people walking through the door is not enough. We need to focus on culture and environment to avoid tokenistic actions.

An inclusive workplace avoids stereotyping and encourages employees to collaborate across social boundaries through joint problem-solving.

People who feel recognized as different but equal and are able to be their true selves are highly motivated, provided they feel trusted and accepted by their peers.

In fact, survey data has highlighted the importance of inclusion on outcomes such as job commitment and performance, over and above having specific diversity policies and practices in place. Creating a safe space to share knowledge and ideas encourages innovation and creativity.

By measuring success against these more meaningful parameters, D,E&I can create a motivating environment where people can do their best work.

A person’s uniqueness must always be seen as an asset that can be drawn upon and driving improvements in the day-to-day lives of individuals can establish a productive culture of openness and inclusivity.

The International Festival of HR is back! Discover amazing speakers at UNLEASH America on 26-27 April 2023.