Question: My employer pulled me aside and reminded me that, as a company, we are focused on DEI. I'm lost -- what does that mean, and what do I need to do?
Answer: DEI (Diversity, Equity and Inclusion) is an important commitment for many employers today. As more diverse employees join the workplace, employers are rising to meet their needs, goals and concerns head-on to ensure a collaborative, safe and welcoming work environment.
DEI is not just about "feeling" included and valued at work. For employers, there are distinct business reasons for improving DEI, including answering the need to respond to and communicate with an increasingly diverse customer base, gaining and retaining new voices on a team and innovating through varied perspectives and others.
When employees feel welcomed and valued at work, they are more likely to stay, to produce new and exciting ideas and to bring their whole selves to the office. "Inclusion" and belonging mean creating a safe space for different identities, abilities, backgrounds, ages, experiences and therefore for creative, productive thinking and work. To employers, having teams feel engaged and empowered is smart business.
How Can You Foster DEI Among Your Colleagues?
It can be argued that real change and policy direction come from the top in an organization. If you're in a leadership role, it's key that you lead by example in how you treat and respond to others. Become informed on the opportunities and issues surrounding diversity, equity and inclusion and consistently use up-to-date terminology when addressing your colleagues and teams.
Regardless of your leadership status in the company, growing the focus on DEI at your work means you:
- Are proactive in supporting and advancing DEI practices. From hiring to training to continuing education, ensure your team is well-versed in how to support the culture and business priorities in this area.
- Communicate what you are doing to improve DEI and share both progress and challenges regularly (consider adding this as another item on your regular meeting agenda, just like discussing project timelines and other routine updates).
- Get educated. If this is a new focus for you, attend optional training sessions from your employer, listen in when leadership communicates about DEI initiatives and ask questions of leadership or human resources personnel when you're confused or unclear about how to proceed.
- Pay attention to your words. When a coworker, customer or potential client indicates pronouns, name changes or other preferences, use them. If you're unclear about the terminology, become familiar by reviewing this glossary of terminology.
- Check your biases (implicit, conscious and unconscious). It's not uncommon to lack exposure to certain inequities, depending on your background, experiences and situation. However, since your employer is prioritizing DEI efforts, it's your job to learn about them. Many employees today don't know what they don't know, so make it a priority to become educated.
- Are ready for awkward conversations. Mistakes happen. If you use the wrong pronoun when addressing your manager or fail to recognize that your behavior is undermining, quickly and genuinely apologize. Then take the opportunity to listen and learn where you could have been more sensitive and accurate.
Your employer is setting expectations around issues important to their mission. As a member of the talent base, you're expected to comply. Getting informed and educated about the issues important to your colleagues, teams and company leadership shows your commitment to advancing the company priorities.
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