• 76% of job seekers and employees report that a diverse workforce is an important factor when evaluating companies and job offers (Glassdoor Inc., 2021)
  • 45% of American workers experienced discrimination and/or harassment in the past year (Gallup, 2021)
  • Organizations with above-average gender diversity and levels of employee engagement have 46-58% better financial performance than companies that are below the median (Gallup, 2021)
  • The post-millennial generations entering the workforce will be the most diverse in history (Pew Research Center, 2021)

If we want a strong workforce, we should be creating more diverse, equitable, and inclusive workplaces. DEI is about “understanding the importance of your employees’ intersecting identities, honoring differences, and rooting out the effects of systemic inequity hidden in company cultures” (Kaul, 2020).

How so we do that? Orin Davis offers some ideas of what to do to get started on DEI efforts.

  1. Review performance, promotion, and salary data. Are people getting paid fairly and equitably for their work? Are there any notable demographic disparities? Be prepared to right the wrongs!
  2. Review all HR complaints and exits from the last five years. What kinds of complaints have been filed? What demographic, content, and time-frame patterns do you see? How do employee perceptions compare to the realities on the ground?
  3. Compare your company’s demographics to the population. Do they mirror each other? If not, where could your workplace improve?
  4. Run an anonymous culture survey. How do employees experience engagement, inclusion, and work-life balance? Remember that all aspects of culture relate to DEI.

The first step is to learn about the many facets of diversity, equity, and inclusion and begin to educate your team on its benefits.  Your employees will thank you and your business will prosper.