As a business executive, it’s likely you’re familiar with the terms diversity, equity, and inclusion. Commonly known as DEI, these three words represent a larger movement of modern-day companies who are working to create a more inviting and inclusive workplace for a diverse range of talent.
However, these words are not simply a slogan that businesses adopt for a more favorable appearance in the eyes of today’s consumers. From a business perspective, DEI benefits not only employees but also the company as it promotes better dialogue and ideas when it comes to economic growth.
Why Diversity Matters
Diversity matters in the workplace in a variety of ways, For one, choosing to hire employees with visible or geographical differences is essential for gaining knowledge and understanding from a broad group of advisors. In this way, a diverse group of employees makes way for diversity of thought.
From a business standpoint, the more perspectives influence the development of a product, the more successful the product will be. Employees with different backgrounds and experiences will be able to present questions and solutions that would otherwise go unnoticed. The more diverse and inclusive your workplace is, the more ideas and solutions your business has to draw from.
Why Equity Matters
Equity refers to the act of recognizing and accounting for barriers and disadvantages of individuals across your organization. Unlike equality, equity takes into account that not everyone is starting from the same level. Without equity, these barriers can prevent you from adding the right people to your team.
Working to standardize your application process and leveling the playing field can make a major difference in the resumes that appear on your desk. And not only will equity promote diversity, but it will also ensure that you aren’t overlooking the best talent due to an outdated hiring system.
Why Inclusion Matters
While there are certain rules of professionalism and workplace etiquette that should be followed in the workplace, your company’s culture should not be stifling. Employees should feel free to be themselves each time they step into the office. Lack of inclusion effectively negates any advances in diversity, as employees who feel they’re operating against an entire organization are likely to quit; leaving you operating without a key component.
Avoid turning marginalized employees into a token that represents an entire demographic. Your employees should be able to focus on making an impact within the company, not on the fact that they’re different from everyone else in the room.
If your company has not yet assessed its progress with DEI, now is the time to do so. Catalyst Connection is available to partner with you to develop a strategic plan for building an inclusive workplace.
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