Diversity, equity, inclusion, and belonging are critical aspects of today’s business climate. Incoming employees in Generation Z are demanding more equitable workplaces, and employers need to rise to the expectations. How do you develop a DEI program at your organization? Here are a few ways to implement a DEI strategy in your workplace.
How Can You Develop a DEI Program at Your Organization?
Why is DEI Important
The bottom line is simple. Companies that embrace DEI are finding better pools of candidates and making higher profits than those that do not. When you create a company culture that is more equitable and welcoming, the results are significant and far-reaching. So when developing the following programs, consider the bigger picture.
Employee Resource Groups
Employee resource groups, or ERGs, provide access to resources to all of your employees. They are part of professional development for individuals, but they also advocate for groups of employees to ensure everyone gets treated fairly.
Women’s Development in Leadership Roles
Gender roles in the workplace have always been under the microscope. Encouraging the development of leadership roles among women is a good start. You must also review pay equity and ensure your employees earn based on their skills rather than biased decisions.
Coaching and Mentorships
You can also provide additional support for your team by developing coaching programs and career mentorships between people within your organization. It’s an excellent way to pass on important company information between generations and help everyone have access to resources.
Top Down Buy-In
DEI programs don’t work if the executive leadership doesn’t buy into the concepts. You want to encourage your upper-level management teams to embrace DEI and become good spokespersons and leaders within your organization to encourage belonging among all employees.
Transparent Communication
And DEI programs only work if you can have transparent communication that ensures everyone knows about programs, development opportunities, pay rates, and more. Communication should be the baseline for creating an appropriate diversity, equity, inclusion, and belonging culture in your organization.
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