Small investments, big impact: How to foster DEIB in your workplace

Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives can often be misunderstood.

This is particularly when it comes to the costs associated with embarking on an DEIB journey.

Many fear that these initiatives require substantial financial investments, but the reality is that you can begin the work no matter your budget with thoughtful planning.

DEIB is a journey, and every organization has to start somewhere.

Rather than overstate your achievements, be honest with your transformation and take it one day at a time.

When progress is made and employees feel safe expressing their true authentic selves, creative solutions can emerge leading to business growth and gains.

Understanding the importance of DEIB

It is increasingly common for companies to discuss their efforts, and talk about how to create a more diverse and inclusive workplace for all employees.

However, some have still not realized the benefits of DEIB to people, the business, and society.

Investing in DEIB not only creates a respectful workplace but also fosters resilience in employees who feel heard, valued, and accepted.

The benefits to both employees and the company as a result are plentiful.

It’s proven that employees feel increased job satisfaction and engagement, better mental health, enhanced learning and improved relationship building.

Ultimately, by fostering an inclusive work environment where diverse perspectives are heard, boosting morale and job satisfaction. This leads to decreased turnover rates and drives innovation, making employees more likely to stay with an organization that values their unique contributions.

For example, research by Catalyst found that employees in inclusive cultures reported higher levels of psychological well-being and lower burnout, while ADP found that 57% of employees in diverse teams reported learning more from their colleagues.

Looking closer at the business-case, McKinsey found that businesses in the top quartile for ethnic diversity on executive teams are 36% more likely to have above average profitability.

It is clear that the benefits include enhanced creativity and innovation, higher employee performance and productivity, and better regulatory and legal compliance.

Even if the importance of DEIB is clear, not knowing where to start can delay initiatives, especially if the budget is not there to hire a consultant or in-house specialist.

Here are some ways you can start your journey today.

Tip 1: Assess your current workplace culture

Understanding the current state of your workplace is crucial.

A culture audit can help identify strengths and areas for improvement.

It can help you check  your hiring practices, ensure that the job postings are inclusive, and that the hiring panel represents diverse backgrounds.

To help here, organizations can partner with agencies and non-government organizations focused on underrepresented groups and diverse hires.

The audit can also ensure that workplace policies are inclusive and equitable, and that they support work-life balance for all employees.

To maintain high levels of motivation in the workforce and engaged employees, work-life balance is a key. HR leaders, talk to your team members to find out what would help them.

It’s crucial to never assume you understand their individual needs; everyone’s life is different, and, given we’ve lived in a society that hasn’t always valued DEIB, not everyone is open with their needs.

Having a diverse workforce means that you need to learn and adopt different ways of working so that everyone feels included and valued.

It is essential to be mindful of people from diverse cultural backgrounds, religions or those who may require additional accommodations.

This could involve creating quiet and private spaces where people can wind down and ground if they need to or engage in prayer or meditation, as well as encouraging others in the organization to learn more about their colleagues.

Being attentive and mindful can improve not only the work process but also general interpersonal relationships.

Tip 2: Leverage existing resources

Internal Mentorship Programs

To encourage a more inclusive working environment and professional development, companies could introduce internal mentoring programs.

This creates a space where colleagues can share and learn from each other’s backgrounds, knowledge, and experience.

Companies can pair mentors and mentees based on their skills and areas of expertise, geographical location, cultural or individual differences, exposing their employees to a variety of personal and professional know-how, and encouraging individual growth that will positively impact the culture of the company.

A program such as this, requires minimal investment, but creates a safe space for colleagues to share experiences and learn from one another, bridging generational, cultural, and experiential gaps to create a more inclusive work environment.

Free and low-costing trainings

In order to stay abreast of recent developments and innovations, a variety of free and affordable resources are readily accessible.

For instance, some workplace and training platforms provide free industry-specific webinars and workshops, offering valuable insights.

Furthermore, cross-training employees can contribute to fostering a culture of continuous learning without necessitating significant financial investment.

Re-defining corporate values

At Trivium, we have further defined our corporate values through competences including, “active listening, empathy, inclusive mindset, and adaptability” and have applied them to our talent development and assessment processes.

By implementing a set of clear expectations for our teams, we not only educate our colleagues about these important topics, but also measure their performance against them, accelerating the adoption of an inclusive and collaborative culture.

Tip 3: Open communication

Open communication is key to creating a workplace that embraces and respects DEIB programs.

Inputting regular team meetings to discuss progress and challenges, while creating a safe space for anyone to express their suggestions and creative ideas is a great place to start.

Having people with different life experience and backgrounds bringing their creativity to the table, helps your team to consider perspectives they may never have understood before.

Regularly gathering anonymous feedback through surveys can provide insights into employee sentiments and foster an environment where everyone feels heard and valued.

Recognizing and celebrating diversity enhances a sense of belonging. Hosting cultural events and awareness days can bring employees together and highlight the importance of different backgrounds and perspectives.

Acknowledging and valuing these differences through internal communications and celebrations can significantly contribute to an inclusive workplace culture.

DEIB is a journey

Building an DEIB workplace is a journey, which requires commitment, creativity, and continuous effort.

By taking small, deliberate steps and leveraging existing resources, businesses can make significant strides toward creating a more diverse, inclusive and equitable environment, even with limited budgets.

The key is to start, remain dedicated to your goals, and adapt as needed.