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Nicolette Visser

Supporting Inclusion in the Workplace



What is DEI?

A modern day challenge that still exists in the workplace is creating an inclusive environment. Many businesses undergo strict DEI (Diversity, Equity and Inclusion) programmes in order to improve their employee value proposition (EVP). The purpose of these DEI programmes is to encourage diverse representation in the workplace, which can include, but may not be limited to, race, gender, religion, ethnicity, disabilities, and sexual orientation. A good DEI programme can support innovation, resulting in greater profitability, build creativity in the organisation, build trust, and improve staff retention and engagement.


Challenges to DEI

However, where DEI projects tend to fall short in some companies is due to:

  1. Their lack of long-term commitment

  2. Their unilateral scope to address issues of diversity without the commitment to retain staff, or to address systemic inequities or exclusion

  3. The limited definitions of diversity, that primarily focus on age, gender, ethnicity or race

  4. Lack of accommodation for different need


Ensuring DEI Success

The question then becomes, how can a business address these shortcomings, and how does one ensure inclusion within the workplace? Below are 4 ways to support and improve your DEI programmes to ensure a successful integration.



(1)    Understand the business’ motive and commit to it

As mentioned previously, DEI programmes fail when there is a lack of long-term commitment to the programme. However, this can easily happen when there is a lack of understanding behind why the business has committed to DEI in the first place and what they hope to achieve at each milestone.

 

It can also fail when the business has not fully committed to the DEI project, and instead has made the programme a tick-box exercise, without thought of how to commit to the long-term EVP. As such, in order to avoid both scenarios it is important for businesses to create a DEI strategy with short to long-term goals, as well as elect champions who are passionate about DEI to drive the project.

 

Larger businesses may require DEI specialists to assist with the project and in order to ensure change management is executed correctly. Lastly, the DEI team should focus on regular strategy meetings, updates and trainings to ensure the project maintains traction.

 


(2)    Understand the people you are catering to and aim to address any systemic concerns

When developing your DEI programme scope/strategy, it is important to understand who your target audience is. DEI has a broad scope and can easily get lost when not targeted correctly. This is why knowing the full scope of your DEI project is important. By knowing your audience you can also account for other types of differences that may impact the success of the project such as, personality differences, mental health and wellbeing. For example, when targeting international audiences, it is important to account for personality differences across cultures that will impacts ways of work.

 

Once you know who you are targeting, it is important to research the systemic and social-ecological factors that may impact them. This includes, current unconscious bias and generalisations, inhibiting socio-political systems, equitable access to facilities and resources, etc. By breaking down any biases and potentially inhibiting factors, you are able to fully integrate all audiences into the business because everyone is now aware of how to treat each and to cater for each other's needs.

 

You can learn more about the experiences of each audience by conducting research in the form of focus groups, surveys/questionnaires, meta-analysis of research or online forums.

 


(3)    Understand every group’s needs

As mentioned previously, it important to understand your audience, however, in doing so, you not only need to address the inhibitors but also the ways to set them up for success. This means looking at the research gathered and compiling a plan that considers the needs of the group.  For example, if you want to cater to neurodiversity in your business you may need to consider quiet work spaces or providing noise cancelling headphones. You may also need to consider a working model that establishes quiet time or creativity time, and a more structured approach to deliverables. Other considerations may include specialised software or communication tools.

 


(4)    Focus on a culture of support

A culture that is supportive and focused on every person’s strength and the value they bring to the team is the greatest factor for success in DEI projects. Conduct workshops, trainings and focus groups that aim to educate others on inclusion, safety and accommodation of all types of individuals. Use the time to also unpack and break down any negative biases that exist. You can also include guest speakers and subject matter experts who can assist with answering any complex questions. Keep the sessions interactive and open-minded.

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