Close
By Dr. Veena Shenoy, Social Entrepreneur, Inclusive Experience Researcher, Accessibility Consultant, Academician, Mentor, Author
Organizations are working to increase diversity and become more inclusive, but there is limited agreement on what causes a company to become more inclusive. DIEB is the holistic approach to creating an inclusive environment. Diversity, inclusion, equity, and belongingness are important because they recognize and value the differences that exist among individuals and groups, and they seek to create an environment where everyone feels respected, valued, and supported. This article examines why and what DIEB is and how organizations can become more inclusive by implementing policies, practices, and behaviors.
Diversity, inclusion, equity, and belongingness (DEIB) is that individuals from underrepresented groups, including but not limited to race, ethnicity, gender identity, sexual orientation, disability, religion, and socioeconomic status, often face systemic barriers and discrimination that prevent them from fully participating in and contributing to society. These barriers can manifest in various ways, such as unequal access to education, employment opportunities, healthcare, housing, and other resources, as well as stereotyping, bias, and prejudice.
As a result, there is a lack of diversity, inclusivity, equity, and belongingness in many areas of society, including the workplace, education, healthcare, and politics. This not only harms individuals from underrepresented groups but also limits the overall potential and progress of society.
To address this problem, there is a need for intentional and sustained efforts to promote and practice DEIB principles at all levels of society. This includes implementing policies and practices that promote equal access and opportunities for all individuals, challenging and dismantling systemic barriers and discrimination, promoting cultural competency and awareness, and fostering an environment of respect, acceptance, and belongingness for everyone. By prioritizing diversity, inclusion, equity, and belongingness, organizations can:
Foster innovation and creativity: Diverse perspectives lead to more innovative solutions to problems and a wider range of ideas.
Improve decision-making: When there is diversity in thought and experience, decisions are more likely to be made based on a variety of perspectives, rather than just one narrow viewpoint.
Attract and retain top talent: When organizations prioritize diversity, inclusion, equity, and belongingness, they are more likely to attract and retain a diverse workforce.
Increase productivity: A workplace that values diversity, inclusion, equity, and belongingness leads to increased productivity and job satisfaction.
Create a positive reputation: Organizations that prioritize diversity, inclusion, equity, and belongingness are seen as socially responsible and are more likely to attract customers, clients, and partners who share those values.
Diversity, inclusion, equity, and belongingness (DIEB) are Central concepts in contemporary workplaces that are gaining importance. There are a lot of miscommunications using the term DIEB, as people use the same words but mean different. Therefore, let us begin with understanding the definition and terminology of DIEB
Diversity refers to the presence of individuals from different backgrounds, identities, and experiences, including but not limited to race, ethnicity, gender, sexual orientation, religion, and socioeconomic status. Inclusion refers to creating an environment where individuals from diverse backgrounds feel valued and included, and where their contributions are recognized and respected.
Equity refers to ensuring everyone has access to the same opportunities, resources, and benefits, regardless of their background or identity. This often requires taking proactive steps to address historical and systemic inequalities.
Belongingness refers to creating a sense of connection and community within a group or organization, where individuals feel that they are accepted, respected, and valued for who they are.
There are numerous definitions and concepts of DIEB nevertheless, implementing DIEB inside an organization is not a one-size-fits-all strategy, and the definitions and principles used must represent what works for that organization.
Promoting diversity, equity, inclusion, and belonging (DEIB) in the workplace can be a challenging task due to various factors. Some of the challenges are:
Resistance to change: People are naturally resistant to change, and promoting DEIB often involves significant changes to workplace culture, policies, and practices. It can be challenging to convince employees, especially those who have been with the company for a long time, to accept and embrace these changes.
Unconscious bias: Unconscious bias can lead to a lack of diversity and inclusion in the workplace. These biases can affect hiring decisions, promotion opportunities, and overall workplace culture.
Lack of awareness: Employees may not be aware of their biases or the impact of their behavior on others. This can make it difficult to create an inclusive environment that values diversity.
Inadequate resources: Implementing DEIB initiatives requires resources, including time, money, and personnel. Without adequate resources, it can be challenging to achieve meaningful progress.
Insufficient training: Training and education are critical components of promoting DEIB in the workplace. Without proper training, employees may not understand the importance of DEIB or know how to implement it effectively.
Lack of leadership support: Leadership support is essential for creating a culture of DEIB. Without buy-in from the top, it can be challenging to make meaningful progress.
Lack of representation: Employees may not feel a sense of belonging if they do not see people who look like them or share their experiences represented in the workplace. This can make it difficult to retain diverse talent. Overall, promoting DEIB in the workplace requires a concerted effort from all employees and leadership. It is essential to recognize and address these challenges to create a workplace that values diversity, equity, inclusion, and belonging.
Promoting diversity, equity, inclusion, and belonging (DEIB) in the workplace is essential to creating a positive and productive work environment that values and respects all individuals. Here are some ways to promote DEIB in the workplace:
Evaluate and Address Bias: Start by evaluating the workplace policies, procedures, and culture to identify any areas where bias may exist. Address these areas through education, training, and policy changes.
Implement Diverse Hiring Practices: Develop a diverse recruitment and hiring process, including job postings that attract a diverse pool of candidates and diverse interview panels.
Provide Training and Education: Offer training and education programs for all employees to increase awareness and understanding of DEIB, including unconscious bias, microaggressions, and cultural competency.
Foster an Inclusive Culture: Encourage open communication, active listening, and respect for all employees. Recognize and celebrate cultural differences and promote a culture of inclusivity.
Create Employee Resource Groups: Employee resource groups (ERGs) provide a forum for employees to connect and share their experiences and perspectives. They can help promote diversity and inclusivity while providing a supportive environment for employees.
Provide Equal Opportunities: Ensure all employees have equal access to opportunities for advancement, training, and development.
Hold Leadership Accountable: Hold leaders accountable for promoting DEIB in the workplace, including setting goals and tracking progress, and creating a culture of inclusion.
Overall, promoting DEIB in the workplace requires a commitment from leadership and all employees. By implementing these strategies, workplaces can create a culture that values and respects all individuals, leading to increased productivity, employee engagement, and retention.
Diversity, inclusion, equity, and belongingness are essential elements in creating a thriving organization. In conclusion, prioritizing these concepts in the workplace leads to positive outcomes for employees, customers, and the overall success of the business. By valuing diversity, companies can tap into a wider range of perspectives and ideas, leading to innovation and creativity. Inclusion ensures that every employee feels respected and valued, leading to increased productivity, engagement, and retention. Equity ensures that everyone has equal opportunities for advancement, and belongingness creates a sense of community and connection among employees. Ultimately, investing in diversity, inclusion, equity, and belongingness benefits not only the individuals within the organization but also the business.
Garg, S., & Sangwan, S. (2021). Literature Review on Diversity and Inclusion at Workplace, 2010–2017. Vision, 25(1), 12–22. https://doi.org/10.1177/0972262920959523
Hays-Thomas, R. (2022). Managing Workplace Diversity, Equity, and Inclusion: A Psychological Perspective. Taylor & Francis.
Manoharan, A., & Singal, M. (2017). A systematic literature review of research on diversity and diversity management in the hospitality literature. International Journal of Hospitality Management, 66 (September), 77–91. https://doi.org/10.1016/j.ijhm.2017.07.002
Saqib, Z., & Khan, M. (2022). Striving for Inclusion of Diverse Employees: How Important is the Context? South Asian Journal of Human Resources Management, 0(0). https://doi.org/10.1177/23220937221083813
Tina Q Tan, Principles of Inclusion, Diversity, Access, and Equity, The Journal of Infectious Diseases, Volume 220, Issue Supplement_2, 15 September 2019, Pages S30–S32, https://doi.org/10.1093/infdis/jiz198
Shenoy, V., & Kumar, M. (2021). Common biases found in the workplace: visible and invisible inequalities. Strategic HR Review, 20(5), 183-185.
