Movements such as Black Lives Matter and the Me-Too Movement have been instrumental in advancing Equality, Diversity, and Inclusion (EDI). There is a growing emphasis on integrating EDI into every aspect of society. Many organisations acknowledge the necessity of integrating specific practices into their policies, procedures, and conduct to promote EDI. However, it’s important to determine whether these efforts are merely token gestures or a genuine commitment by businesses to effect positive change for both their staff and the organisation. Organisations need to be cautious of using EDI as a mere checkbox activity and instead recognise and embrace its benefits to avoid this perception.
Benefits of EDI
Workplace Success
Having a diverse range of individuals with varied ideas, approaches, skills, and experiences, including cultural experiences, can significantly improve the success of an organisation. Each person brings a unique approach to business issues, whether it’s problem-solving, introducing new business approaches, or improving processes. Measuring workplace success is not limited to financial gains but also includes creating a better work environment for staff. When employees feel valued and included, they are more likely to be satisfied in their jobs and stay with the organisation longer, reducing staff turnover and lowering recruitment costs. This also ensures continuity and increased efficiency in the workplace, as staff become more proficient in their roles over time.
Diversity In The Range Of Customers
Diversity attracts diversity. Disability can either be mental or physical. When a disabled staff member is involved in creating processes to address the needs of disabled individuals, it increases the likelihood that disabled individuals will access the goods and services offered by the organisation. Serving a range of customers ensures that an organisation can better serve its target population. Furthermore, customer feedback can be valuable in improving the services or products offered to the target population.
Preventing Legal Issues
It is important for an organisation to have an EDI framework that will help to establish purpose, develop a plan and ensure performance. Having a framework in place and following its implementation can significantly reduce the incidence of legal issues such as Harassment, Discrimination or workplace bullying.
Having established the advantages offered by EDI, why then are organisations not taking full advantage of this? There are several reasons for this.
Human biases play a significant role in organisational decision-making. These biases are influenced by various factors such as socioeconomic status, education, upbringing, and social status. It is important to recognise that biases may not always be evident, but they can greatly impact the incorporation of equality, diversity, and inclusion (EDI) within an organisation. While changing biases is challenging, providing training and development opportunities to staff can help empower the staff of an organisation and create a positive impact. Through training, individuals can become aware of their biases and may be motivated to make changes accordingly.
An EDI framework, a team tasked with adherence to the framework, and periodic review of the implementation of the framework are essential to the success of an organisation’s ability to foster EDI. This brings one back to the question of commitment. It takes reasonable time and effort to put an EDI framework in place and periodically monitor its implementation but the advantages to be harnessed far surpass the level of commitment invested.
Some challenges in life are extremely difficult to solve, and EDI may be one of such. It can be termed as a “wicked problem”,
To promote equality, diversity, and inclusion (EDI), organisations can take the following steps:
- Inclusive leadership: Encourage leaders to demonstrate inclusive behaviour and prioritise diversity within the organisation. This can be accomplished through training, setting clear expectations for inclusive practices, and reviewing those practices.
- Bias-free recruitment:Implement a blind recruitment process to minimise unconscious bias. This can be achieved by anonymising applications and diversifying the hiring panel.
- Employee Resource Groups(ERGs):Support the formation of ERGs that allow employees to connect and support each other based on shared characteristics or interests. This group can provide valuable insights into the needs of a diverse group of employees.
- Flexible work policies: Offer flexible working arrangements to accommodate different needs, such as remote work, flexible hours, and parental leave. This creates a more inclusive environment for employees.
- Continuous learning: Provide ongoing training and development opportunities focused on cultural competence, unconscious bias, and inclusive practices. This way, employees will have a better understanding and appreciation for diversity.
- Inclusive communication: Use inclusive language in all communications to ensure that all employees feel heard and valued. This includes regular feedback mechanisms, which can be anonymised, and open forums for discussions. It is also important to promptly and openly address issues related to EDI.
- Mentorship programme: Establish a mentorship and sponsorship programme to support the career development of underrepresented groups. This is vital in promoting equality and diversity. This will enable an organisation to bridge gaps and create more equitable opportunities.
- Data-driven decisions: Collect data on diversity metrics to help identify areas of improvement and track progress. This can help inform and shape policies and practices.
