In a world that is at last recognizing the immeasurable value of celebrating a diverse workforce, it is increasingly important that Diversity, Equity, Inclusion and Belonging (DEIB) initiatives are central to organizational strategies.
Such initiatives extend far beyond ticking boxes and demonstrating compliance to DEI recommendations and requirements. To create a truly meaningful, inclusive environment it is essential for HR departments and recruitment agencies to lead their organizations in the creation of an environment that is truly welcoming to every individual, regardless of their protected characteristics. Creating such a workspace where all individuals can thrive isn’t a subjective approach; in order to be truly effective, DEIB initiatives need to be driven by data and evidenced sufficiently so that organizations know if what they are doing works, or if they need to adopt a different approach.
According to Motion Recruitment, with an expected annual growth rate of 37.3% between 2023 and 2030, artificial intelligence will undoubtedly revolutionize every industry and profoundly impact the way we live, work, and interact. It stands to reason that how we gather data and how we use it to boost our workforce will be central to effective growth in this evolving market. DEIB doesn’t just impact staff wellbeing and output; in an employees’ market, those looking for a job in technology will show preference to organizations with a great reputation for taking care of their talent. We take a look at some considerations that HR departments and recruitment agencies need to make in order to ensure that DEIB activities reflect the contents and needs of specific organizations.
Understanding Context:
Data matters. According to Gartner, the demand for recruiters with experience in diversity is rising rapidly. And in order to initiate DEIB activities that will have real impact, it is vital that you know what good looks like for your organization. To do this, you need to make an honest appraisal of where your organization currently is in terms of diversity, equity and inclusion, where you should be, and where you would like to be. It may be that where you want to be and where you should be are the same thing; however, where you should be might act as the benchmark for the lower end of your DEIB aspirations, with your real aim to be a trailblazer in the area, rather than to simply comply.
To determine your context, you need to undertake a full audit of your workforce demographics, historical trends in post applications, shortlisting and recruitment. Staff surveys can help you to identify existing challenges that may exist and can give you the opportunity to assess the organizational culture. Remember, DEIB isn’t just assessed from your perspective; something that may not be a problem for you may be a daily source of
anxiety and even resentment for someone from a minority group. If you feel that you can’t gain the distance that you need to conduct this audit using internal resources, it may be beneficial to deploy an outside agency. It is vital that this assessment is objective and as thorough as possible as it will provide the foundation for your tailored DEIB strategy and subsequent initiatives.
The importance of data
Gone are the days when an organization can claim that they are investing in diversity, equality, inclusion and belonging with a few low-cost, half-hearted initiatives. A “different” face on a Board does not make for an inclusive workforce, and people from minority groups will no longer tolerate being the token gesture. Real DEIB is clear to see in the numbers. A clear and honest evaluation of demographics: gender, sex, ethnicity, religion, age, additional needs/ abilities, and sexual orientation are some key characteristics that will help your organization to gain a clear picture of your workforce’s diversity. Note that employees can’t be compelled to answer such information; if, for example, they do not want to divulge their sexual orientation, you can make information anonymized or add the option to withhold information regarding certain questions (this can be as simple as adding a “prefer not to say” option in a dropdown).
This data will allow you to create increasingly granular reports, analyzing demographics within different departments, different levels of seniority, and the organization as a whole. You can look at employee retention and promotion against different characteristics and assess, on an entirely subjective basis, whether your processes appear to be as inclusive as possible. The data may present some uncomfortable truths; remember that the intention of this exercise isn’t to shame your organization, your HR team, recruitment agency or a specific department or head of service, but to identify areas where you can make improvements and set targets based on fact.
Setting Measurable Goals
It may be that your senior leadership team is surprised at what the data tells you. Rather than dwelling on the stark facts, use this data to fuel your commitment to implementing DEIB initiatives. Compare your data to other organizations of similar size or organizations with a culture that you aspire to achieve, as well as minimum DEIB requirements. This will allow you to set measurable and achievable goals. It may be that you need to make your goals incremental: start with what you must do, and set goals for what you could and should do. Use the SMART system to make sure that your goals are specific, measurable, achievable, relevant, and time-sensitive.
Strategies for success
So you know where you are and you have a good idea of where you want to be, and what you want to achieve along the way. Now, you need to look at the big question: how to get to your desired destination. In order to be effective it is essential that you devise evidence-based strategies. There is no need to reinvent the wheel. Look for respected and established research, industry best practice and what similar organizations (or those you aspire to be like) are doing. If you support your HR operations with a recruitment agency, ask them what is being done now in terms of DEIB, as well as what they anticipate the future of successful DEIB practice will hold. Your research may show that offering the same maternity and paternity packages to all employees regardless of gender or who carried the baby encourages people from diverse background to pursue promotion. Or you may uncover the impact of mentorship programs on retaining employees from minority groups. Assess what others are doing, look at what you are currently doing, and work out how you can do it better in order to achieve your outlined goals.
Keep it specific to your organization
While it is always beneficial to see what other organizations across industries are doing, it is important to remember that there is no cut and paste solution for DEIB. Your organization is unique, so your DEIB initiatives will need to be tailored to your workforce, your culture and values, as well as the challenges and goals that you have identified. As you look at evidence-based strategies, make sure that you reflect back on how those strategies may translate in your organization, and adjust them accordingly.
Bringing your team with you
DEIB has to be much more than an edict from above, with a fancy strategy and some token targets. No matter how thorough your data, or how well structured your evidence, strategy and goals are, your DEIB initiatives won’t be successful unless you bring your staff with you. Starting from your leadership team, everyone needs to buy in. Your minority staff may well believe that your activities are a token gesture; it is down to you and your leadership team to prove otherwise. As such, all leaders at all levels of the organization need to lead from the front, not simply advocating the initiatives but participating in them, too.
Assess, reiterate, and assess again
Diversity, equity, inclusion and belonging is not a one-off event; in order to be effective, a shift in organizational culture is essential. As such, what works in 2023 may not be as effective as you want it to be in 2024. What’s more, after one failed, abandoned or forgotten wave of DEIB initiatives, it can be increasingly hard to engage team members in future activities as they may feel let down and disillusioned. It is important that your initiative doesn’t lose momentum. Regular feedback drives in the form of surveys, focus groups, or team forums can help to keep your workforce engaged and provide you with an insight into the efficacy of your initiatives. They will let you know what is working and what you need to improve upon. By seeking out staff feedback and acting on it, you will demonstrate your commitment to DEIB, which will make future activities more meaningful.
Training and development for an inclusive workplace
DEIB does not happen overnight. Just as some habits and attitudes have been learnt over the years, it can take a long time to unlearn attitudes and relearn new ones. A continuous cycle of training can help employees at all levels to be aware of microaggressions and unconscious bias, as well as what is and is not acceptable within the organization’s culture. This not only demonstrates your commitment to DEIB, but makes every member of the organization an agent for change.
A long-term investment
As with many high-level transformations, DEIB is something that is worth investing in in order to yield results. A great culture will lead to improved productivity and staff wellbeing, and reduced staff turnover. What’s more, a strong culture will make your organization more attractive to top talent, helping you to develop your workforce and further improve diversity.
The outputs of a strong DEIB culture far outweigh the investments. Not only is investing in DEIB the right thing to do from a moral perspective, but it is the smart move from a business perspective, making your organization a more attractive prospect to contract to, work for or buy from.
