A 2019 Catalyst report demonstrated that 35 per cent of an employee's emotional investment in their work is tied to sentiment towards inclusion. Research has shown that when employees feel included and valued, they demonstrate increased engagement at work. However, if your organization does not establish an environment that encourages employees to be their authentic selves and feel valued, you may miss out on accessing their full potential. Your organization may have strong representation and robust practices, processes, and policies. This may help us understand the institutional barriers that could be impacting employees' ability to access opportunities and achieve their full potential. To combat these biases, we need to reflect on our organizations' practices, processes, and policies. This is why we may see people of colour not being hired or progressing to leadership positions at the same rates as white men. These biases are consequently reflected in the organizations in which we work. Bias differs across individuals and is developed based on social constructs, ideologies, and experiences. It takes time, practice, and significant effort to understand and identify our biases. The reality is - we all have implicit bias. In order to derive the benefits of diverse talent, we need to create a culture in which diverse talent can be acquired, retained, and progressed. Companies in the top quartile of ethnic and cultural diversity outperformed companies in the bottom quartile by 36 per cent in overall profitability - representation matters at all levels of an organization to truly yield competitive results. They found that companies with greater diversity outperformed their peers. In 2019, Mckinsey conducted a study on gender, ethnic, and cultural diversity. Research has demonstrated time and time again that representation matters. However, to truly derive the value of Diversity, Equity, and Inclusion efforts, organizations must invest in each component. These companies yield higher productivity and profitability, retain more talent, and develop more innovative products and services. It’s simple, businesses that invest and demonstrate strong Diversity, Equity, and Inclusion practices perform better. What does DEI mean in the Workplace?īuilding and promoting Diversity, Equity, and Inclusion is not only the right thing to do it’s smart business practice. We indicate that our organization welcomes and values all individuals and will be treated fairly and equitably in all aspects of the business. When we put these words together Diversity, Equity, and Inclusion - it becomes a very powerful phrase. Inclusion is how an organization creates an environment where individuals' unique backgrounds and demographics are welcomed and valued. It mitigates systemic institutional barriers employees may experience, ultimately creating a culture where all individuals have equal access to opportunity. In the context of a workplace, Diversity, Equity, and Inclusion is a catchall phrase that outlines the efforts an organization takes to establish a positive workplace culture.ĭiversity refers to the demographics, cultural origins, skills and competencies, ideas, perspectives, beliefs, and attitudes unique to an individual.Įquity refers to the practices, processes, and policies that help level the playing field. What Is Diversity, Equity, and Inclusion (DEI)? This article will discuss the fundamentals of DEI and walk you through some key components to give you the confidence to start your DEI journey. We have seen increased job postings, mandates, and commitments across organizations of all sizes. Over the past couple of years, every organization has talked about Diversity, Equity, and Inclusion (DEI).
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