Diversity, equity, and inclusion (DEI) is not a new concept in business. For years, companies have implemented DEI departments to focus on making workplaces diverse and safe for people of all backgrounds.
However, leaders across the nation are truly recognizing the inequities minority populations face daily. Rather than simply focusing on reaching diversity hire quotas, companies now recognize that job seekers desire workplaces that foster an inclusive culture and embrace people of all backgrounds.
Companies that hire diverse employees offer space to create more innovative and efficient workplaces. Businesses with diverse management teams report higher innovation revenues, according to the World Economic Forum.
Embracing DEI in the workplace is crucial for success. Let's define what each element means in the context of talent acquisition:
Diversity focuses on including people from various backgrounds and identities, such as varying social and ethnic groups, genders, and religions.
Equity involves fair hiring practices and the recognition that minorities face particular barriers that make it harder to enter the workforce.
Inclusion is creating equal access to opportunities for those who are often excluded based on characteristics like race and gender.
DEI in the workplace is important for several reasons, including:
Driving innovation: A diverse workplace welcomes people of all backgrounds, creating opportunities for new ideas and more creative thinking, which promotes company growth.
Enhancing employee satisfaction: DEI makes employees feel valued and respected for what they bring to the workplace. This attitude makes them more satisfied and willing to contribute to a company's success.
Reflecting organizational values: An organization that values DEI should show this attitude with its actions.
Promoting fairness: DEI initiatives provide equal access for people of all backgrounds, even those who have historically been excluded.
Nicole Isom, former head of Hueman’s DEI department, highlights the importance of DEI and the impact these efforts have on minority populations, “If you can't see my most obvious characteristics, you're not seeing me at all. I love being a woman. I love being Black. I love being a millennial. But there are still so many other attributes that I have, which can't be seen by the eye. That's why having a DEI focus at work is so moving. We [at Hueman] are taking actionable steps to see and celebrate everyone, just for who they are. A place where everybody is somebody.”
For DEI initiatives to succeed, they must be supported and championed by top leadership. Leadership support for DEI provides the power and influence necessary to make changes that shape the future in various ways.
Isom sums it up best, “In order for DEI to become part of our DNA, leadership buy-in and advocacy is a must. We look to our leaders for guidance in every area of the business and this is no different. They will be the ones to align DEI into our business and people goals.” For example, a hospital's Chief Human Resources Officer can influence the rest of the department's hiring practices to find qualified nurses from diverse backgrounds.
When business leaders take the initiative to make DEI a priority in their business, they are setting their company up for social and economic success. According to the U.S. Equal Employment Opportunity Commission, 81,055 new charges of employment discrimination were filed in 2023. These charges often result in legal action and costly consequences for organizations.
Leaders control the resources, so they can use these funds to make changes that support DEI. Businesses that buy into their diverse talent pools are stronger and more efficient. Tiffany Collins, Resident/Diversity Recruiter for one of our partners, stresses the importance of an established DEI department, saying, “Having a DEI department helps all employees feel included and ensures that all employees are able to bring their full selves to work and expect to be treated the same.”
When companies invest in diversity, they also invest in new ideas, goals, and ways to grow talent. People with different backgrounds and perspectives bring new skills, which can lead to unique problem-solving capabilities.
Hiring from a more diverse candidate pool may address industry-specific challenges, such as a high turnover rate in the hospitality sector. Companies with a reputation for diversity in hiring can attract top talent more effectively.
Measuring success with DEI will be unique for every company, but if you’re just getting started, the most critical component is having full support from leadership. Here are some steps to consider.
Having a DEI department should be standard practice so those in leadership roles can educate themselves and their staff on the issues faced by minorities both in and out of the workplace. Prioritizing DEI also means actively avoiding stereotypes and seeing potential employees for both their backgrounds and capabilities.
Gather leaders within your company — people of different races, religions, and perspectives — whose voices carry weight. Consider electing a DEI champion from your leadership team who actively oversees and supports DEI.
Look at your workplace as it stands now. Are there any areas to focus on that lack inclusivity and diversity? Take a data-driven approach to gather details about your organization's current position.
Compare these metrics to similar organizations within your sector to see how you match up. For example, in the manufacturing industry, you might compare your company to one of a similar size creating the same products, such as automotive parts.
As you enact DEI measures, you can collect new information to determine your progress.
DEI should not be a side project. Put it at the forefront of all initiatives and continue to expand it. Your organization's leadership can include DEI in long-term planning, targeting tangible actions that promote continued growth. Hold individuals and teams accountable for achieving DEI goals. This accountability can involve setting specific performance metrics related to DEI, conducting regular reviews, and recognizing or rewarding achievements.
Educate employees on the role and importance DEI plays within the company. This work includes providing access to DEI training programs, mentorship opportunities, and support networks. Additionally, establish resources such as employee resource groups (ERGs) that can offer support and advocacy for various communities within your workforce.
Encourage a culture of feedback and openness where employees feel comfortable sharing their experiences and suggestions. Stay informed about best practices, industry trends, and emerging research related to DEI, and be willing to adjust your strategies as needed to address evolving needs and challenges.
Financial performance matters, especially among leadership. Demonstrating how DEI can save costs, grow revenue, enhance productivity, and attract more investors is key to developing successful DEI strategies.
Diversity, equity, and inclusion will always play a crucial role in developing the workforce and growth of companies. When we consider the evolution of DEI and the general process of embracing change, there will always be changes to make. At Hueman RPO, we align our recruitment strategies with your organization’s DEI goals to support an inclusive workplace culture.
Want to make sure you're avoiding bias and promoting diversity in your interview process? Check out our blog for "3 Tips to Avoid Bias and Promote Diversity in the Interview Process."