What is DEIB? 5 Helpful Tips for DEIB Initiatives (2024)

Author
Recent Posts

Viva Asmelash

What does DEIB stand for?

Let’s start with the basic definitions for each part of the DEIB acronym:

Diversity is all the ways people differ. This can include a range of identity characteristics like race, gender, sexual orientation, ability, age, and much more.

Equity is fair treatment, access, opportunity, and advancement for all people. It’s a condition we’re striving for— where identity doesn’t influence how someone fares at work.

Inclusion is the work of creating environments where many people and groups feel welcome, respect, support, and their value to participate fully is evident. This means including a diverse set of people in decision-making and positions of authority.

Belonging describes the experience of acceptance and inclusion by those around you. You have a sense of connection with others and feel that your full potential is engaged at work.

So, that’s the definition ofDEIB.

DEI is just Diversity, Equity, and Inclusion.

EDI is Equity, Diversity, and Inclusion.

And, JEDI is Justice, Equity, Diversity, and Inclusion.

5 Tips for DEIB in the workplace

We dream of a future where all people thrive at work and achieve their full human potential through diversity, equity, inclusion, and belonging. If you dream of that too, here are 5 tips on getting started.

1. Build shared, ongoing knowledge around key DEIB concepts

Sure, some people like to call this diversity or DEIB “training.” But why not help shed light on what this really should be: opportunities for shared education, mission alignment, and personal/professional growth?

When done well, you can help every person on your team see their place in the context of this larger conversation (across all personal identities). Over time and with a strong foundation, they’ll use what they learn to make systemic or programmatic changes within their work areas.

We know this sounds lofty, and getting started is most of the struggle. Just be sure to have a consistent plan, however gradual it might feel to start. The most important thing here is not to fall into the trap of one-and-done training sessions or other common drawbacks of traditional diversity programs.

Be especially mindful of not solely centering on the experiences or perspectives of the majority. Scaffolding over time is key, and plenty of DEIB consultants and educators can support these efforts.

We know these topics feel big. So, our advice for most people is to focus first on 2 high-priority areas:

plant small seeds of impact by updating existing learning and development courses with DEIB principles
train people managers on leading diverse and inclusive teams

The most urgent work here is creating the right conditions for change by helping to heal the harms that marginalized individuals are experiencing. Then, getting ahead of any future damage or missteps.

This brings us to…

2. Get support + resources for ERGs

What are Employee Resource Groups (ERGs)? Good question. We define ERGs ERGs as:

“employee identity or experience-based groups that are meant to build community in the workplace. ERGs are sometimes known as Affinity Groups or Diversity Groups.”
source: Ongig Diversity Glossary

Well-resourced ERGs are a vital offering for members of marginalized groups to feel a deeper sense of safety, understanding, purpose, and camaraderie in their professional lives. They’re also an essential component of a solid DEIB strategy.

Here are a few best practices for launching ERGs:

Encourage self-created and self-governed groups with the right amount of allyship in place, especially in the form of executive sponsorship. Build relationships between ERGs and those who have the power to change policies and practices.
Get group leads the training and support to operate these essential groups and advocate for getting them the pay adjustment they more than earn through this work. Take it from two people fully immersed in equity work daily—this work is intensive, both mentally and emotionally. Don’t unintentionally perpetuate harmful stereotypes by expecting free labor from already-marginalized people.
Encourage thoughtful solidarity between groups by first ensuring that the allocation of resources is equitable. Then facilitate regular touchpoints and resource sharing specific to DEIB, like ones rooted in restorative justice practices.
If you have well-established ERGs already in place, consider fresh perspectives for experiences not often discussed in the workplace, like an ERG or program for first-generation professionals or a group focused on intersecting marginalized identities.

3. Look beyond the scope of “traditional benefits”

When leaders talk about applying a DEIB lens to all facets of the employee experience, benefits can feel like one of the most challenging areas to turn the dial.

Start with something that is a lighter lift, like instating floating holidays. This can directly support members of cultures and religions not recognized by the government.

Look at your remote, accessibility, and wellness policies. If the COVID-19 pandemic has taught us anything, it’s that retaining employees must mean employers support the overall health and well-being of their workforce.

Do an audit of current policies to ensure they support flexible locations and schedules while giving employees the tools they need to work well at home.

You can also do a review of any benefits or handbooks that reference “families” or “parents” rather than “caretakers.” For some people, extended family and/or chosen family are their primary support systems. Ask how your bereavement policies can take that into account, or how you can extend benefits for parents to employees caring for elderly loved ones.

4. Revamp your coaching + performance philosophy

Many manager trainings and performance management systems have not been updated in years. And certainly not since COVID, remote work, and DEIB have taken center stage in workplaces.

Yours might even be rigid in hopes of reducing biases when, in reality, it could be hindering employees from reaching their maximum potential.

Try starting a small advisory group of diverse employees from various departments and experience levels to review your performance management system. Gather their candid feedback on what is and isn’t working for them in this current professional landscape.

Ask about which parts of your system they enjoy or appreciate, what causes stress or anxiety, and how the system can be tweaked to help them stay more engaged in their development.

During the process, be sure to give space for anonymous feedback via a tool like Jamboard. Then synthesize that feedback. And review it alongside these 6 tips for creating more equitable performance management systems to see what short and long-term changes you might implement.

5. Analyze pay equity + transparency

Did you just take a deep breath reading that? Yep, we know this one is multi-layered in even the most equitable organizations. But, your DEIB work is incomplete if it doesn’t begin to peel back those layers.

Achieving this will take time, but there is no such thing as equity in your organization without pay equity.

In fact, if you avoid the topic, it can make it much harder to gain trust among underrepresented groups—especially Black and Latina women, who earn anywhere from 57-64 cents for every dollar paid to white, non-Hispanic men.

According to LeanIn.Org:

“before Covid-19, about one-third of Latinas and Black women had less than $300 to fall back on in an emergency. Now, those numbers have jumped to 47% of Latinas and 50% of Black women.”

The best places to start are:

making sure you gather and compare current compensation data (by group) to surface inequities
including salary ranges or actual salaries in job posstings

The most important thing to do is start. Your courage, collaboration, and commitment will fuel your success while learning from experts will grow your field of awareness.

This work can be incredibly rewarding as a way to have a long-term impact on your organization (and the world around it). So get started today, or find out how you can support those already doing this work in your company.

Why DEIB is Critical for the Hiring Process

Creating a diverse, equitable, and inclusive hiring process is not just a social responsibility that you can brag about. It’s become a business imperative.

Companies that prioritize DEIB in their hiring practices can attract top talent, foster innovation, and ensure long-term business success.

Here’s why.

Attracting Top Talent

Failure to attract top talent is the fourth biggest risk organizations face, according to AON, a consulting and risk assessment firm.

But organizations can mitigate that risk by showing a commitment to DEIB, allowing them to draw in candidates from a broader talent pool.

Job seekers, especially those from underrepresented groups, prefer companies that openly value diversity and inclusive workplace cultures.

By creating an environment that celebrates different perspectives, your organization can appeal to a wider range of potential employees, thus keeping your talent pipeline full.

Inclusive Hiring Practices Address Unconscious Biases

According to a recent article by Jason Chuei, a strategy and social impact leader, one of the ways to tackle unconscious bias is by intentionally fostering an inclusive work culture.

The truth is, even the most well-intentioned hiring managers may hold unconscious biases that can negatively affect hiring decisions.

The best way to eliminate these biases is by implementing structured hiring processes that show you the inclusivity gaps in your organization.

These include standardizing interview questions, conducting blind resume reviews, and using diverse hiring panels. You’ll be able to refine your strategies to ensure that every candidate has an equal opportunity to succeed.

This, in turn, helps organizations build truly diverse teams that bring fresh perspectives and ideas.

Building Diverse Teams Enhances Innovation and Problem-Solving

Diverse teams tend to be more innovative and effective at problem-solving because they bring a wide range of experiences and viewpoints to the table.

This advantage is explained by Joan Michelson, host of Green Connections Radio, a podcast for sustainability innovators. He says, “You need to have a diversity of experience at the table. People who think differently create the kind of friction that generates new ideas.”

In an environment where different cultural, educational, and professional backgrounds are represented, companies can unlock more creative solutions and drive meaningful change.

Your hiring process, therefore, becomes a critical gateway to ensuring this diversity is present in teams from the outset.

Enhancing Employer Brand and Reputation

Organizations that prioritize DEIB not only gain a competitive edge in hiring but also promote their brand and reputation in the market.

Candidates increasingly research a company’s stance on diversity before applying, and companies that fail to promote inclusive hiring processes may struggle to attract the best candidates.

On the other hand, companies known for their DEIB efforts often stand out to prospective hires as progressive, forward-thinking employers where employees from different backgrounds feel valued and supported.

Equal Opportunities in Leadership Positions

DEIB efforts in hiring must extend to leadership roles, ensuring that diverse talent is represented at all levels of the organization.

As this article published by Chief Learning Officer rightly points out, “DEIB transformational success heavily depends on leadership knowledge, commitment and actions. Leaders set the tone for the organization, and their attitudes toward DEIB initiatives can significantly impact their success.”

Companies with leadership that reflects a variety of backgrounds and perspectives can more effectively create an equitable workplace, fostering a sense of belonging across the organization. Leaders from diverse backgrounds also serve as role models and advocates for DEIB initiatives, ensuring that these values are embedded into the company’s culture and long-term strategy.

DEIB Meaning: How Your Workforce Reflects DEIB Success

Here’s how your workforce can reflect the success of DEIB initiatives:

Measuring Job Satisfaction and Employee Engagement

A strong DEIB culture leads to higher job satisfaction and employee engagement across all levels of the organization.

When employees feel included and know that they have equal access to opportunities, they are more likely to stay motivated and committed to their roles. A sense of belonging is key—team members who feel connected to the company’s mission, and whose voices are heard and respected, are more engaged in their work.

Improved Retention Rates: A workforce that reflects DEIB success tends to have lower turnover rates because employees feel respected and supported.
Increased Productivity: When team members from different backgrounds feel they can contribute freely, they tend to be more productive, leading to better business outcomes.

Leadership Accountability and Representation

A true indicator of DEIB success is the diversity present in leadership roles.

A company that has successfully integrated DEIB into its culture will see more diversity at the top levels, from senior management to executive positions. When employees from diverse backgrounds see people like themselves in leadership, it strengthens the belief that their company offers equal opportunities for advancement.

Here are examples:

Biogen: Their company data shows 53% of their management are women, and 30% are people of color. In their 2021 data, 3.7 % of employees identify as having a disability.
Centene: This company has 76% women in their workforce (65% holding supervisory positions), 48% are people of color (36% hold management positions), and 10% of their workforce identify as having a disability.

Measuring DEIB Success: Metrics and KPIs

Measuring DEIB success is crucial for creating a truly diverse workplace. It helps us understand how well we are doing and where we can improve. So, to start, we need to look at a few key metrics and key performance indicators (KPIs) that reflect our DEIB goals.

Employee Surveys

One effective way to gauge DEIB success is through employee surveys. These surveys can provide valuable insights into how employees feel about their organizational culture. Therefore, questions can cover topics like inclusive language, psychological safety, and whether employees feel they can bring their unique perspectives to the table. So, regularly checking in with your team can show how your DEIB practices are impacting employee satisfaction.

Representation Metrics

Next, consider tracking representation metrics. This means looking at the leadership team and overall workforce composition. Are you hiring new hires from various national origins, gender identities, and socioeconomic statuses? Having a diverse workforce is not just a nice-to-have; it’s essential for a great place to work. It also ensures that everyone feels valued and heard, creating a more inclusive workplace.

Employee Retention and Turnover

Another important metric is employee retention. High turnover rates can indicate problems within the company culture. So, if employees of all backgrounds are leaving, it may be a sign that the organization isn’t providing a supportive environment or isn’t valuing inclusive behaviors. Therefore, business leaders should look at retention data alongside exit interviews to pinpoint issues and adjust their DEIB strategies.

Leadership Engagement

It’s also vital to assess how engaged senior leaders are in inclusion initiatives. When HR leaders and senior leaders actively promote and participate in diversity training, it sets the tone for the entire organization. So, their commitment helps create a culture of respect and encourages everyone to embrace inclusive behaviors.

Employee Well-Being

Lastly, consider the overall employee well-being and mental health. A supportive and inclusive work environment contributes to a strong sense of community among team members. Employees who feel safe and respected are more likely to do their best work and form positive relationships within the team.

Why we wrote this:

Ongig’s mission is to create effective and inclusive job descriptions that support your DEIB initiatives. Please request a demo to learn more.

This is a guest post from Viva Asmelash and Michael Gregor:

Viva Asmelash is a people ops and inclusion strategist who works with select clients building sustainable diversity/equity/inclusion strategy, facilitating critical team conversations, and supporting authentic, values-driven branding with an eye toward inclusion.

Michael Gregor is a coach, trainer, and organization designer passionate about building just and joyful communities. For the past 15 years, he’s helped leaders and teams implement transformative new operating models, systems, and practices prioritizing inclusion and participation.

When you need help, get in touch! We offer our expertise around equitable performance management, equity audits, strategy, and coaching at liberationlabs.co.

Shout-Outs:

Why Diversity Programs Fail And what works better (by Frank Dobbi and Alexandra Kalev)
Here’s what happens when salary is actually included in job listings (by Kathryn Vasel)
The system is failing Latinas and Black women (by LeanIn)
How to pay your ERG leaders (by CultureAmp)
Women still earn 83 cents on the dollar compared with men. Let’s fix that. (by Charlotte A. Burrows)
Shifting from Control to Liberation in Workplace Performance Processes (by Viva Asmelash and Michael Gregor)
What are Workplace Restorative Practices? (by Pollack Peacebuilding Systems)
Now is not the time to fall prey to diversity fatigue. Here’s what to do to keep improving (by Michael Ellison and Kristen Titus)
Microsoft tops the list of most transparent companies for diversity data. Here’s how far the top 5 have come — and how they can still improve (by Marguerite Ward)

October 2, 2024 by Viva Asmelash in Diversity and Inclusion