What is DEI?
The phrase diversity, equity, and inclusion (DEI) encompasses all efforts a business takes to make employees from a range of backgrounds feel accepted and supported at work. It acknowledges that while those working for a business may have differences in race, ethnicity, sexual identity or orientation, gender, age, or socioeconomic background, everyone should feel that they belong.
Companies can incorporate DEI into several aspects of the workplace, but most initiatives are led by the human resources (HR) team to support current employees and when hiring new staff. Any programs or practices within the business must account for the diversity of those involved and remain as impartial and fair as possible, providing equitable treatment for every individual.
Businesses can use DEI recruiting software to help hiring managers overcome any unconscious biases that may disrupt the interview and recruiting process, along with ensuring that all job opportunities are open to any qualified, interested candidates. This is especially important to allow those from underrepresented groups an equal chance at being interviewed and hired based on their skills and professional experience.
Types of diversity in the workplace
Diversity is about the characteristics or lived experiences of individuals and how those may differ from others. While some are more commonly discussed than others, an unlimited number of differences make up an individual’s unique life. These include:
- Race. Humans have historically been categorized based on shared physical qualities. As a social construct, the definition of race continues to evolve.
- Ethnicity. Like race, the understanding of ethnicity is changing. Learned behaviors like traditions, heritage, customs, ancestry, and language are all important parts of what makes up someone’s ethnicity.
- Age. In a workplace, employees are often made up of several generations. Stereotypes exist around each generation and can lead to misunderstandings or unconscious biases.
- Income. How much someone earns plays a significant role in every aspect of their life. Unchecked unconscious bias about income from leadership or coworkers can have a lasting impact throughout an individual’s career.
- Education status. Companies must be aware of differences in educational experience or opportunity that could prevent a candidate from applying for an open position and adjust their educational requirements accordingly.
- National origin. Business is more global than it ever has been, particularly with the rise of remote workers. The country where someone was raised influences their beliefs and their approach to personal and professional matters.
- Sexual orientation. The Human Rights Campaign defines sexual orientation as “an inherent or immutable enduring emotional, romantic, or sexual attraction to other people.” Employers must be aware of possible discrimination that can occur in the workplace regarding sexual orientation.
- Gender identity and expression. Gender identity is a spectrum. The way employees identify and present themselves externally may or may not align with the biological or genetic sex that they were assigned at birth or dominant, societal gender norms.
- Disability. The term “disability” covers individuals with significant physical or cognitive impairments that impact their everyday lives, including seeing, hearing, learning, or communication disabilities. The American with Disabilities Act (ADA) protects these workers, along with those who are considered neurodiverse or have other mental health disorders. Certain conditions like dyslexia, autism, or attention deficit hyperactivity disorder (ADHD) alter how someone retains information or communicates with others.
- Neurodiversity. The variations in how people think and respond can sometimes be attributed to neurological differences.
Benefits of DEI
While each element of diversity, equity, and inclusion is important and valid on its own, combining all three within the workplace acknowledges the value that diverse employees bring to the table.
- Improved creativity and innovation: When employees feel valued and supported, they have the freedom to think more creatively and present their perspectives born from the range of their life experiences.
- Increased profitability: As innovation rises thanks to DEI efforts, companies are more likely to see stronger financial performance as a result.
- Retention of best employees: People want to feel fairly compensated for the work they do. An equitable employer who values a diverse and inclusive team incentivizes employees to perform at their best and contribute as much as possible. Job satisfaction grows as a result, which makes it less likely that employees will move on to positions elsewhere.
Best practices of DEI
Every company approaches DEI in its own way. Feedback from existing employees is an important part of building effective DEI programs that work for everyone, but HR and other supervisors can take action up front. Leadership may encourage:
- Using inclusive language in company communications. Wherever possible, businesses should aim to use language in emails, reports, and on calls that doesn’t make assumptions about others. Inviting (without requiring) staff to include their pronouns in email signatures and defaulting to gender-neutral terminology is a good example of normalizing this type of language as part of the company culture.
- Incorporating equity into job descriptions. The key difference between “equality” and “equity” is that equity acknowledges that everyone is starting from a different point as a result of their own personal background. For instance, instead of listing years of experience as a requirement, a job description can ask for the necessary experience in terms of accomplishments instead.
- Developing employee resources. Having accessible and relevant resources for employees is an important part of DEI. Mentorship programs, ongoing employee development, and highlighting DEI topics all make a significant difference to employees looking for additional support in the workplace.
- Taking an analytics approach to DEI. Tracking DEI efforts is the best way to understand what’s working well and where improvements need to be made. HR should be monitoring metrics related to new and existing staff, along with sending out company-wide surveys about the DEI measures currently in place.
Learn more about how recruiters and hiring managers can utilize DEI in the recruitment process.
Holly Landis
Holly Landis is a freelance writer for G2. She also specializes in being a digital marketing consultant, focusing in on-page SEO, copy, and content writing. She works with SMEs and creative businesses that want to be more intentional with their digital strategies and grow organically on channels they own. As a Brit now living in the USA, you'll usually find her drinking copious amounts of tea in her cherished Anne Boleyn mug while watching endless reruns of Parks and Rec.
