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Beyond Concepts and Policies: How to Instil Diversity and Inclusion in the Workplace

Writer's picture: Boma WokomaBoma Wokoma

Updated: Jun 27, 2024



In the last few years diversity, equity and inclusion (DEI) have become an prominent topics of conversation, driven by news/social media. They are critical factors that influence an organisation's ability to retain current employees and attract prospective ones. In today's dynamic work environment, promoting DEI is not just considered to be a moral imperative, but also a way for organisations to gain a strategic advantage. A diverse and inclusive workplace fosters creativity, enhances team performance, and drives innovation. However, whilst many organisations are implementing DEI initiatives, it remains to be seen how much of an impact they are having. Indeed, many DE&I initiatives fall short by not addressing the practical needs of employees, including those from racialised backgrounds, which is a key focus of our organisation.


Simply carrying out training and having a quota of employees attend is not sufficient to create real, sustainable change in the workplace. Employees can feel like such initiatives are superficial and a means of box-checking. Witnessing employers claim to value diversity, yet failing to effectively implement meaningful change can come across as disingenuous and hypocritical, potentially causing further disillusionment amongst teams.


With that in mind, how can employers ensure their initiatives are not perceived as a band aid designed to protect the organisation's image, rather than a means of genuine efforts to support workplace transformation? Here are 4 areas to consider to help you create a supportive and inclusive workplace where all employees can authentically thrive.


Measure Impact and Focus on Behavioural vs. Attitudinal Goals

Research shows that whilst many organisations consider diversity and inclusion and human rights and equity as a strategic initiative, less than one-fifth measure the impact or effectiveness or ROI. What is happening throughout the employee journey, and how is it being impacted by such initiatives? Organisations must have a more thorough approach to DEI that moves beyond simply stating these initiatives are in place, in order to create better experiences in the company, enhance employee engagement, satisfaction, and ultimately, organisational performance.


Implementing compulsory training is not a surefire way to create change. Research shows that there are cases where such initiatives can lead to hostility from majority group employees towards those from minority groups, making it harder for them at work Awareness alone does not always result in a change in mindset or behavior. While promoting positive intergroup attitudes and inclusive behavior is crucial, organisations must focus on targeting specific behaviors rather than solely attempting to change people's biased attitudes. Attitudinal change does not necessarily lead to subsequent behavioral change. The workplace brings together individuals from diverse backgrounds, and achieving true diversity, cultural integration, or empathy cannot be accomplished through one-off sessions focused solely on learning about the conceptual importance of inclusion and the issues facing various groups. Therefore, when setting impact goals, organisations should ensure they include behavioral objectives, not just attitudinal ones.


Understand Deeper Issues to Provide Effective Support

Even with the best of intentions, blind spots can exist. To not only promote but instil a culture of inclusion, it's important to hear the unfiltered experiences of employees. It's essential to understand the unique challenges faced by employees from racialised backgrounds. Once these challenges are understood, there is a responsibility to provide means of supporting employees. Recognise that DEI initiatives will take time to effect change, and there are interactions employees may experience in the meantime that are contrary to what these initiatives are designed to create.


Organisations must ask deeper questions about their employees' experiences. What are the challenges they face? Why do they feel they don’t belong? Are they witnessing non-inclusive behaviours from leadership? Are these instances being adequately addressed? Are they being given opportunities to join projects that elevate them and give them more visibility? Are they supported to take ownership and exercise power and autonomy, or are they being thrown into the deep end without necessary resources, support, or mentorship that would enable them to confidently rise to the challenge? Are they under added pressure to be perfect to counteract stereotypes? What impact is this having on their work and well-being?


These are just a few of the realities that often go unnoticed by employers. Employers must open up these conversations, knowing that though they may be uncomfortable, they can lead to important realisations that will pave the way for meaningful and productive change within the organisation. This will help put mechanisms in place to offer support and investment, moving the focus from talking about the importance of DEI to embodying it and implementing actionable strategies that support all team members. This could look like creating safe spaces that encourage open conversations about workplace experiences and provide platforms for employees to share their challenges; Ensuring diverse representation in meetings and actively inviting input from all team members. - in some cases, that may also mean identifying what's stopping employees from fully showing up and contributing to meeting discussions. Regular sessions on effective communication, active listening, and cultural competence can bridge gaps and foster mutual understanding, focusing on growth and development rather than criticism to help employees build confidence.


Encourage Employees to Bring Their Whole Selves to Work

The goal is to encourage employees to bring their whole selves to work. When employees feel valued for who they are, they are more likely to contribute creatively and innovatively. Listening to what employees are saying is key. Partnering with them to identify needs, addressing blind spots, and understanding inclusion metrics that matter to them are crucial steps.


By implementing these strategies, organisations can create a truly inclusive environment where all employees feel valued and empowered. Vision Liberate works with organisations to support their DEI initiatives, helping them move beyond theoretical concepts to real, impactful actions.

Creating a supportive and inclusive workplace is not just about checking boxes; it's about cultivating an environment where everyone can make purposeful contributions that are recognised and feel empowered to continually grow.


Join Our Upcoming Webinar

To gain strategies to help you support diverse teams and gain practical insights, join our upcoming free webinar, "Diversity & Inclusion: Enhancing Well-being, Creativity, and Authenticity". This session will help employers create a supportive and inclusive workplace where all employees can thrive.. Register here: https://www.eventbrite.co.uk/e/diversity-inclusion-enhancing-well-being-creativity-authenticity-tickets-929208045277?aff=oddtdtcreator


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