Hi, I’m Phillip Lin, a serial entrepreneur, actor, author, team owner, motivational and diversity speaker, and non-profit founder. People may think I’m crazy, (well I kind of am! 😉), but really, I just want to prove everyone wrong. As One Bad Asian™, I’m living proof that no matter your background or ability, no matter how much or how little you fit in, you are capable of doing whatever you set your mind to. I hope to inspire as many up-and-coming entrepreneurs as I can through my speaking engagements, non-profit initiatives, and book. Check out our latest articles, and feel free to get in touch at any time.
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April 7, 2023
A commitment to diversity, equity, and inclusion (DEI) involves fair treatment and the elimination of bias despite one’s background, beliefs, preferences, abilities, or circumstances. Making inclusive practices and a commitment to diversity the standard in every organization is necessary. A welcoming environment at work means employees and managers are respectful and supportive of all individuals.
Let’s go over the ways a company can create a commitment to diversity, equity, and inclusion. But first, we’ll go into more detail on the meaning of DEI and its importance.
Showing a commitment to DEI in the workplace is essential to creating a welcoming environment and reaching your employee engagement goals. A commitment to diversity, equity, and inclusion means covering all three of these values with the same amount of importance. Here’s a breakdown of what these terms are and what makes them different from one another:
Diversity is a broad term regarding the different individuals represented in the workplace. Gender diversity explores the number of women, men, and nonbinary people that work at your organization. In contrast, age diversity includes the various generations represented throughout multiple positions and levels within the company. Ethnic diversity explores whether employees share familiar or different cultural traditions, and physical ability and neurodiversity represent those people who have disabilities that may or may not be visually apparent in the workplace.
Equity is the fair treatment of all people and is slightly different than the term “equality.” If we look at the meaning of equality, it carries the message that all people should be treated equally; equity takes this a step further, considers a person’s unique circumstances, and adjusts policies and procedures so that they’re equal to others in terms of access and opportunity. It aims to eliminate systemic disparities between groups with various social disadvantages, such as minorities, lower socioeconomic status, or physical, intellectual, or developmental disabilities.
Inclusion ensures that all employees get the same tools, resources, and treatment to make meaningful contributions at work. Inclusive practices create a welcoming environment by providing an open line of communication between employees and management. An organization’s lack of representation and inclusion can create a less-than-accepting workplace culture. Companies must make every new hire and current employee feel valued so they can openly be themselves without fearing judgment.
Keep reading for valuable practices that will help implement a commitment to DEI in the workplace.
When taking all three of these values and creating a commitment to DEI, it all comes down to respecting and appreciating what makes each individual different, whether that’s in terms of ethnicity, race, gender, age, disability, religion, or sexual orientation. Through inclusive practices, a company can empower its employees and increase company satisfaction, engagement, and retention.
Here are key practices that reinforce a commitment to DEI:
Managers and leaders must demonstrate their commitment to diversity, equity, and inclusion by example – these actions impact employees more than just speaking about it. This makes a more substantial impact on employees rather than just speaking about it. Upper management must prioritize creating a welcoming environment that promotes inclusive practices through the elimination of bias. By practicing what they preach with a commitment to DEI, management can earn the respect and understanding of fellow employees. Individuals can mirror the behavior of others to create a cohesive and unified environment.
Examples of DEI initiatives that demonstrate a commitment to DEI can range anywhere from creating workplace policies and programs to actively engaging with different cultural groups. This includes DEI training courses that aim to reinforce the importance of inclusive policies and programs, provide valuable resources, and promote an open dialogue. Make it mandatory for team members to attend these DEI training programs so they can stay current with policies and ensure that they’re putting their best foot forward. When everyone works together to educate one another about DEI, a welcoming environment becomes more attainable.
Encourage employees to provide feedback on inclusive practices within the company. This will gauge how well the organization is doing with its commitment to diversity, equity, and inclusion. It’s essential to have an open line of communication between leaders and all employees to make sure efforts to create a more inclusive workplace are up to par. Create communication and feedback channels through internal messaging or one-on-one meetings. Employees should feel free to express their thoughts or concerns without fear of retribution. Find out what’s working and what needs to change based on employee input – after all, these individuals are often privy to the day-to-day interactions that occur between employees and can provide valuable insight.
Ensure that all company policies make employees feel valued. Acknowledge holidays and important cultural or religious occasions by allowing for days off as needed – companies may even be unaware of certain celebrations or periods of observation. Adding family leave or childcare for employees is another example of how companies can accommodate different situations. Open conversations with your team about amending or adding policies to be more inclusive will make all the difference. You might not know that a specific issue even exists unless you explicitly ask and engage with your employees.
Through a commitment to diversity, equity, and inclusion, companies can learn how to implement strategies that put DEI at the forefront of everything they do. It’s important to prioritize inclusive practices that allow for a welcoming organization. A commitment to DEI accommodates employees no matter their background, gender, abilities, preferences, or beliefs.
Promising a commitment to diversity shouldn’t be done once and then forgotten about. Having a commitment to DEI means maintaining these practices and evolving efforts over time as needed. Always strive to do better to maintain a lifelong commitment to DEI. Looking for help on how to make a commitment to DEI in the workplace? Learn more about my DEI presentations that can help effectively and efficiently to maximize your company’s results!