Diversity, Equity and Inclusion (DEI) in the 21st century

 

Global workforce includes different people from different background due to trends in immigration. They consist of people from different languages, communication styles, religious and faith backgrounds, single parents, LGBT communities, people with different mental and physical health backgrounds. Hence it is one of the biggest challenges for HR professionals in 21^st century to manage this diversified workforce with equity and inclusion. Companies with good DEI strategies are popular among consumer base as ethical companies hence companies strive to implement DEI strategies for their workforce. Let’s look at each term in DEI in detail;

1.     Diversity

Refers to differences within a group including background, gender, race, ethnicity, age and generation, disability and ability, religion, sexual orientation and nationality.

2.     Equity

Ensuring that there are no differences in, opportunities for career development, experiences, promotions, rewards and opportunities for advancements.

3.     Inclusion

Sense of belonging, allow participate in decision making and disability inclusive.

(World Economic Forum, 2021)

There are financial benefits from healthy working environment due to reduction in absenteeism and lost productivity (Gill et.al, 2018). Understanding the needs and requirements of each different category such as requesting time for pray, requesting to finish work early because of young children and requesting more time to finish work or modify workspaces to facilitate disabilities and act with empathy by the leadership and HR will lead to healthy working environment (Gill et.al, 2018). It is a cultural shift. On contrary allowing for these requests should not de-motivate the others and there should be proper training and awareness on the company DEI strategy among the organizational workforce. It is best to align the DEI strategy to company core values so that every body is aware on the same.

Below figure 1 from World Economic Forum, 2021 illustrates how DEI strategy can be implemented along with change management.

Figure 1 - Strategy for managing change and communication (World Economic Forum, 2021)

a)     Engage

DEI strategy should be implemented from top. Senior leaders are engaged as for other business perspective such as finance and profits. They needs to be held accountable for a successful DEI strategy. Give proper training programmes for managers regarding DEI to lead the strategy. Leaders are mentored by individuals from demographics that are different of leaders’ by having mentorship and sponsorship programmes.

b)    Diagnose

Senior leaders must know the demographic breakdown of their team to implement the DEI strategy. However sensitive data collection restriction policies in some countries prevails getting this holistic view.

c)     Take Action

1.     Update key strategic business process

2.     Consider the external social and political issues when designing the policies

3.     Equal access to re-skilling and up-skilling

4.     Equal opportunities for career development and growth

5.     Provide inclusive benefits

6.     Strengthen grievance procedure

7.     Build a workplace environment that promotes DEI

d)    Be Accountable

Measuring progress and outcomes, including analysis for unintended consequences and sharing results openly

(World Economic Forum, 2021)

Will see how Accenture has committed towards DEI culture (Accenture, 2021)

1.     As of 2021 promotees (Accenture, 2021);

a)     37% women managing directors where total women managing directors has been increased from 25% to 27% . Goal of 30% women managing directors globally by end of 2025

b)     US - 8% (23) are African American and Black and 6% (17) are Hispanic American and Latinx, bringing the total to 3.9% African American and Black and 4% Hispanic American and Latinx managing directors today.

c)     UK - Among the 63 new managing directors in the UK, one is Black, bringing the total to 10 Black managing directors today.

d)     South Africa - Among the five new managing directors in South Africa, 40% (2) are African Black, bringing the total to 50% African Black, Coloured* and Indian managing directors today.

2.     Committed to gender balanced work force by 2025

3.     Constantly enabling change so everyone can contribute equally. People with disabilities have access to the latest technology, resources and training for a barrier-free workplace.

4.     Supporting the LGBTIQ+ community by embracing authenticity at work–including sexual orientation, gender identity and gender expression.

5.     Ethnic and racial diversity in the workplace by taking action to create more opportunities for employment and advancement for people from underrepresented communities.

6.     Prioritizing mental health & wellness by supporting for mental health and wellness accelerates culture of equality and helps everyone to thrive.

References

Accenture (2021) Announcing New Promotions. Available From https://www.accenture.com/us-en/about/inclusion-diversity/managing-director-promotions-2021 [Accessed at 27th April 2022]

Accenture (2021) Our Commitment to inclusion and diversity. Available from https://www.accenture.com/us-en/about/inclusion-diversity-index [Accessed at 27th April 2022].

 

Gill, G.K., McNally, M.J. and Berman, V., 2018, September. Effective diversity, equity, and inclusion practices. In Healthcare management forum (Vol. 31, No. 5, pp. 196-199). Sage CA: Los Angeles, CA: SAGE Publications. Available from https://journals.sagepub.com/doi/abs/10.1177/0840470418773785 [Accessed on 27th April 2022].

World Economic Forum, 2021. Pathways to Social Justice: A Revitalized Vision for Diversity, Equity and Inclusion in the Workforce. Available from https://www3.weforum.org/docs/WEF_Pathways_to_Social_Justice_2021.pdf [Accessed on 27th April 2022].