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
Diversity, equity, and inclusion (DEI) are essential to creating a healthy and productive workplace, and many companies realize just how important it is to create an inclusive environment. Many business leaders seek innovative ways to promote diversity and inclusion policies throughout their organizations.
Companies can foster diversity, equity, and inclusion through professional skills development courses and diversity and inclusion policies. Having DEI training courses and DEI leadership training will ensure that an organization puts diversity, equity, and inclusion at the forefront of onboarding and employee relations. But why is it essential to learn how to promote diversity, equity, and inclusion in the workplace? We’ll review everything you need to know about why it should be a priority and how to incorporate it.
Diversity, equity, and inclusion are core values that are essential for an organization to implement in the workplace. Employees and company leaders should support every group of individuals, such as those of different abilities, genders, ethnicities, races, sexual orientations, religions, and abilities. It’s vital to have cohesive diversity and inclusion policies across the company that promote inclusivity for everyone.
Focusing on how to promote DEI in the workplace means both individual employees and the company will benefit from inclusive leadership.
Some examples of how diversity, equity, and inclusion will help your organization succeed in all aspects include:
When a company prioritizes diversity, equity, and inclusion, it becomes a well-rounded organization that respects and includes everyone. Team members that feel a sense of community and respect for one another will have a better experience at work. After establishing DEI as a priority, the next step is creating a plan around it.
Inclusive leadership means knowing the many benefits of emphasizing diversity, equity, and inclusion in the workplace. If everyone came from the same background, there would be no diversity in ideas and thoughts to help shape organizations. It’s much more important to have all voices heard from every type of person and have them feel represented, valued, and appreciated at work.
Follow these tips on how to promote DEI in the workplace:
To become a more diverse organization, first look at your current diversity and inclusion policies. See which policies need amending or removal and add new ones to help reach present-day standards. Determining how the company aims to prioritize diversity, equity, and inclusion is essential. Is the company an equal-opportunity employer approved by the Equal Employment Opportunity Commission? Ensure the company meets these standards at the very least.
Some ideas to incorporate into your diversity and inclusion policies include:
When you want to keep your employees’ comfort and well-being at the forefront, being as inclusive as possible makes all the difference. Diversity and inclusion policies should reflect the unique needs of your employees. Cater your policies to your specific team and what will best suit them.
Beyond creating diversity and inclusion policies, the next puzzle piece is encouraging open and clear communication between employees and leadership. This is important to ensure companies meet and follow through with their initiatives. Employees should be able to speak to their managers about any concerns, especially those surrounding diversity, equity, and inclusion.
Managers should always use inclusive language and avoid making assumptions about team members. Encourage transparency and promote open internal communication channels to provide feedback about current policies. Feedback is essential for future improvements to diversity and inclusion policies. Creating dedicated diversity task forces can help with ongoing efforts to keep diversity, equity, and inclusion a top priority.
Having managers and employees understand each other is integral to everyday operations. When employees and managers don’t see eye to eye, employees feel disconnected, and companies experience high turnover and low retention rates. Ensuring diversity, equity, and inclusion is crucial to inclusive leadership protocols.
Educate managers on the benefits of DEI in the workplace through professional skills development courses. Train them on how to promote diversity, equity, and inclusion in the workplace. Empower them with the knowledge and leadership skills necessary to assemble and manage a diverse team.
This is important to ensure companies meet and follow through with their initiatives. Managers must take note of these inequalities and provide fair pay opportunities for all employees. The best way to address pay issues is by leveraging analytics and determining which employees are underpaid. Tackle patterns and trends that end up causing this repeated workplace inequality issue.
After creating diversity and inclusion policies, open communication, inclusive leadership, and fair pay opportunities, the final step is to develop DEI training courses for employees. Professional skills development courses that focus on how to promote diversity, equity, and inclusion in the workplace should be a mandatory part of employee training. When these types of courses are optional, they’re much less effective. Diversity, equity, and inclusion should never be a pick-and-choose matter — it’s always a priority.
These DEI training courses can tailor to your specific organization and team members. Identify challenges and use broader professional skills development courses to cover workplace diversity, equity, and inclusion topics. Management should make it clear to employees why the training is important and which problems it aims to solve. Get team members motivated to be part of implementing DEI in the workplace.
Encourage managers and other leaders within your company to learn how to promote diversity, equity, and inclusion in the workplace. Creating DEI training courses and professional skills development courses will foster a more inclusive work environment for everyone. Add diversity, equity, and inclusion training to the top of the priority list for your organization.
Ready to learn how to promote DEI in the workplace? As you plan your next steps for creating DEI training courses for all employees and management, I can help! I’m a serial entrepreneur that has a passion for diversity, equity, and inclusion. Visit my website to learn more and book my DEI presentation for your organization.