Do You Really Understand Diversity And Inclusion?
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The need to strengthen workplace Diversity, Equity, and Inclusion (DEI) is front of mind in virtually all corners of our society. Today’s leader knows that making their workplace welcoming and diverse is not just right, it is good for business. This new outlook has also created new challenges. Knowing the importance is not enough. We need to know how to bring Diversity, Equity, and Inclusion into the workplace in a meaningful way. The reality is, most leaders are not sure where the path to a more diverse, equitable, and inclusive workplace starts. Do we start with recruitment strategies? Do we invest in equitable accommodations right out of the gate? Or do we work on trying to be more inclusive in our day to day? Where we decide to start has a lot to do with our organization's priorities, especially when it comes to talent attraction. Is representation our biggest priority? Or is it equitable and fair company policies? Is making our current and future employees feel welcomed and heard our biggest priority? Where we start and how we implement DEI will have a large impact on how successful we are in attracting and retaining talent.
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Do You Really Understand Diversity And Inclusion?
- 2. www.operations.roman3.ca What is DEI DEI: • A term used to describe programs and policies that encourage representation and participation of diverse groups of people. • Sometimes called EDI or D&I.
- 3. www.operations.roman3.ca What is DEI, really? • Diversity is about the invitation. • It comes down to who is hired and who is promoted, it is essentially about who is invited to participate and who is represented. • Equity is about the access. • Does everyone have fair access to the resources, equitable pay, and equitable treatment? Ultimately, Equity can be summed up by: does everyone have access to what they need to put them on equal ground.
- 4. www.operations.roman3.ca What is DEI, really? • Inclusion is about the opportunity. • Is everyone provided the same opportunity to belong, to be successful, to feel safe, respected, and valued? These opportunities are reinforced everyday by each decision we make. And they need to become part of the culture of the workplace. • Inclusion is a much bigger endeavor then both Diversity and Equity.
- 5. www.academy.roman3.ca Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. - GCC Insights Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It (2016)
- 6. www.academy.roman3.ca Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. - GCC Insights Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It (2016)
- 7. www.academy.roman3.ca Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. - GCC Insights Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It (2016)
- 8. www.operations.roman3.ca DEI: Where To Start? • Starting with Diversity is important if you want to strengthen your business reputation. • Starting with Equity is important if you want to strengthen your legal compliance. • Starting with Inclusion is important if you want to strengthen your organizational culture.
- 9. www.operations.roman3.ca Start with Inclusion • Inclusion is about HOW: • How we make people feel like they belong • How we create a safe place to speak up • How we encourage people to be successful
- 10. www.academy.roman3.ca Inclusive teams improve team performance by 30% - Gartner Inc. Diversity and Inclusion Build High-Performance Teams (2019)
- 11. www.academy.roman3.ca Inclusive companies have more than 2.3X higher cash flow per employee and were 1.7X more likely to be “innovation leaders” in their sector. - Bershin/Deloitte Why Diversity and Inclusion Has Become a Business Priority (2019)
- 12. www.academy.roman3.ca 83% of millennials are actively engaged when they believe their organization fosters an inclusive culture. - Billie Jean King Leadership Initiative & Deloitte The Radical Transformation of Diversity and Inclusion: The Millennial Influence (2015)
- 13. www.academy.roman3.ca 62% of young workers believe that their workplace does not do enough to create an inclusive workplace. - Glassdoor 2019 Diversity and Inclusion Study (2019)
- 14. www.operations.roman3.ca Inclusion is Powerful and Where to Start! • Diversity and Equity are not sustainable without Inclusion. • If you are serious about DEI, then Inclusion needs to be your priority!
- 15. www.operations.roman3.ca Learn more…. • See more about Inclusion and DEI… • https://www.youtube.com/channel/UCCtyRRzf1P8woNW hpQmZFPQ?sub_confirmation=1 • Visit our Knowledge Suite… • https://www.academy.roman3.ca/knowledge-suite/
- 16. www.operations.roman3.ca Or, book at chat with us… Book your a free follow up with us. We can help you get started. Who Will Benefit? Supervisors and Managers HR Professionals Owners or Executives
- 17. www.operations.roman3.ca Contact Us • Book your free follow up chat: https://calendly.com/jamesschofield/free-consultation • Email us at: info@roman3.ca
- 18. www.operations.roman3.ca About Roman 3 Operations • Roman 3 is an Organizational Development Training and Advisory company located in the Annapolis Valley, Nova Scotia. • We specialize in helping organization add PEP: • Performance • Efficiency • Productively or as we like to describe it, the “People Side of Productivity”.
Editor's Notes
- Let’s start at the beginning. (read slide) After Clicks: Largely is it seen as efforts that organizations make to improve representation and create more welcoming workplaces. Which is extremely important. However, what DEI efforts are today and what they are supposed to be are often quite out of alignment
- Before first bullet: DEI or EDI or D&I are often seen as a set process. Mostly about hiring a diverse workforce that represents the values of your organization and the populations that are your customer base. To do this we need to be aware of our biases, ensure fairness like pay equity, and address accessibility. The typical way of doing this is to first hire for diversity, then make equitable rules, which will in turn create inclusion. Sadly this common approach is exactly why many DEI initiatives fall short. The truth is that DEI is not a set process or a homogenous effort. It is a sum of parts that are not always properly understood, making them often improperly executed. So lets look at them each separately to better understand their purpose. Read after Bullet 1: It comes down to who is hired and who is promoted, it is essentially about who is invited to participate and who is represented. Read after Bullet 2: Does everyone have fair access to the resources, equitable pay, and equitable treatment? Ultimately, Equity can be summed up by: does everyone have access to what they need to put them on equal ground. Read after Bullet 3: Is everyone provided the same opportunity to belong, to be successful, to feel safe, respected, and valued? These opportunities are reinforced everyday by each decision we make. And they need to become part of the culture of the workplace. Inclusion is a much bigger endeavour then both Diversity and Equity. Here are some other helpful ways to think about their differences.
- According to American Activist and Author Verna Myers. Read Slide.
- According to Arthur Chan, a diversity, equity and inclusion strategist with Planned Parenthood. Read Slide.
- And according to Daisy Wright the Chief Encouragement Officer at The Wright Career Solution.
- Before Bullet: Ok, we are not going to wait to the end to answer the question DEI where to start? The short answer is it depends on your goals and your goals are dictated by your priorities. After Bullet 1: Prioritizing working toward diversity is a noble goal, but when it is your first step it maybe more about optics than impact. It is the most visible place to start and can make your business look good in photographs, but if that is your only priority, any success will be short lived. Start with Diversity if building your company’s reputation is your primary goal. After Bullet 2: Prioritizing working toward equity as your first step can be a good place to start. It can allow you to make sure that the environment and conditions of the workplace are fair and put everyone on the same level. Providing fair access for everyone. As important as this is to addressing job dissatisfaction and leveling the playing field, most of the work around equity happens in policies, on paper. When done well most people may not even feel the effects. Because it is something they expect, a given, something they should have anyway. Start with Equity if you are not already meeting labour compliance and if you are dealing with massive job dissatisfaction. After Bullet 3: Prioritizing working toward inclusion is actually your best place to start. Equity is required to achieve full inclusion, of course. But committing to making all employees feel like they belong and are accepted really should be your priority. This is something employees will see and feel everyday. In their interactions, in meetings, in how they do their jobs. Even through we are encouraging you to start with inclusion, Never forget about Diversity and Equity, They are critical and require the dedication of time and resources. But prioritizing working toward inclusion is the sustainable place to focus your efforts at the beginning.
- Before Slide: Diversity is about the WHO. Who we recruit, who we promote, who we select, and who is in a position to represent? After Slide: Diversity efforts mainly happen in the hiring process and are often measured by how many people fit into what categories. Where Inclusion efforts are about everything that happens after someone is hired. It is about how they will be treated within their team. How the workplace culture will make them feel. How they will be able to be successful and productive in their work. Workplaces that place priory on inclusion have some major advantages…
- Read instead of Slide: When inclusion is integrated into the workplace culture, it improve the performance and productivity of team by 30%.
- Read instead of slide: Companies that prioritize and walk the walk with inclusion are more profitable and are significantly more likely be innovators. Which really does make since, when employee are able to be themselves, feel like they belong, and feel open to sharing different perspectives, they can reach different markets, inspire more creative ideas, build better relationships with clients and customers, and give their organization a significant competitive edge over their competition. Many of whom are likely just following orders from the higher ups, or who are maybe out of touch or not listening to the diverse perspectives and needs of the market.
- After slide: In a world struggling to win a war for talent, being able to inspire and engage millennials is essential. Millennials can be a challenging demographic for some organizations to attract and retain, but something as dramatic as over 80% see themselves engaged and productive is an absolute game changer. This is the reality. Inclusive workplace have massive benefits to companies. It’s not just about companies “doing the right thing” and not being dismissive and intolerant. But it’s about greater team performance, higher cash flow, greater innovation and higher levels of engagement. As crucial as an inclusive workplace culture is, it is not nearly as common it should be.
- Read after slide: The majority of workers do not feel that there is enough being done to create inclusion in their workplace. So this is where we are. Inclusion improves performance, increases profits and innovation, and is key in creating engagement. Yet a lot of employees do not feel that their workplaces do nearly enough to create an inclusive environment. In today’s business climate this plays a huge part in whether businesses are able to attract the talent they need or not. Or why many workers are exploring their options in the labour market. People today want to find a workplace that will let them improve their performance, feel understood, be innovative, be engaged, and that aligns with their values. This is why we need to really understand how DEI impacts how and why we attract and retain talent.
- Read instead of slide: The best thing that you can do is to book a free follow up chat with us. (Click) If you’re in a supervisor or manager role, We can help you identify what changes you can make within your authority level to improve the workplace culture. If you’re an HR professional we can identify where you fall on the Hierarchy and assist with organizational assessments that will create a plan for the entire organization. If you’re an owner or executive we can provide coaching and training to your leadership and management teams so that your company will continue to Strive. Our chat with you is just a conversation to find out your specific needs so we can provide you the best advice to get started. (Click) We are so confident that our expertise and strategies can lead to the change you are looking for, that if you end up working with us, we offer a satisfaction guarantee. So, to make sure you don’t miss out, James will share the link to book your free follow up chat. Thank you and I hope you found something in this talk that can help you improve your workplace today. Possible Question: