Diversity, Equity & Inclusion (DEI)

Diversity, like variety, adds richness to life. When we embrace different perspectives, we create a more vibrant world.

Diversity, Equity and Inclusion (DEI) are foundational principles that organisations recognise to encompass respect for individuals from diverse backgrounds including those of different races, ethnicities, religions, disabilities, genders and sexual orientations.

A 2023 YouGov poll asked British workers how important diversity and inclusion in the workplace was to them, and two-thirds of working Britons (66%) say that the acceptance and inclusion of employees of all backgrounds is important to them when considering job opportunities. https://business.yougov.com/content/46953-dei-in-the-workplace-unveiling-employees-attitudes-in-great-britain

We’ve written this article to explore areas of diversity, equity and inclusion to help increase understanding and offer strategies to equip organisations with tools to create more inclusive working environments.

What is Diversity, Equity and Inclusion?

Diversity, Equity and Inclusion (DEI) are three interconnected concepts that promote a workplace or environment where everyone feels valued, respected, and has equal opportunities. Let’s breakdown each area:

• Diversity: Recognising and valuing the differences among individuals, including but not limited to race, gender, age, sexual orientation, religion, disability, and socio-economic status.
• Equity: Ensuring everyone has fair and equal opportunities, regardless of their background or circumstances.
• Inclusion: Creating a sense of belonging and acceptance for all employees, where they feel valued and respected.

Equity vs. Equality?

While the terms “equity” and “equality” are often used interchangeably, they represent distinct concepts that are essential for understanding and addressing social and economic disparities.

Equality implies that everyone receives the same treatment or resources. It’s about ensuring that everyone has the same starting point. For example, a line of people of different heights are watching an event from behind a fence. Equality, in this scenario, would be giving each person the same size box to stand on to try and get a better view.

Equity, on the other hand, recognises that people have different starting points and may require different levels of support to achieve fair outcomes. It’s about ensuring that everyone has the opportunity to reach their full potential and have the correct fit for them. For example, a line of people of different heights are watching an event from behind a fence.  Equity, in this scenario, is giving each person a box of the right height for their stature, so they all get the same view. 

Have you heard of the term micro-aggressions?

Microaggressions are subtle, often unintentional, words or actions that communicate prejudice or stereotypes. They can have a significant impact on individuals and the workplace, contributing to a hostile environment, damaging mental health and reducing productivity.

To address microaggressions it’s important to educate yourself, listen actively, acknowledge and apologise, encourage open communication, implement training and foster a culture of respect.

Emerging trends

The landscape of DEI is rapidly evolving, driven by societal shifts, technological advancements and increased global awareness. Several trends have emerged recently, let’s take a look:

• Worker Protection Act – The Worker Protection Act 2023 (Amendment of Equality Act 2010) introduced a legal duty on employers in the UK to take reasonable steps to prevent sexual harassment in the workplace.
• Gen-z and metal health – Recognising the growing mental health challenges faced by younger employees, addressing the high rates of stress and anxiety, and providing necessary resources and support.
• Intersectionality: Intersectionality addresses the overlapping identities and systemic biases that affect individuals from multiple marginalised groups. To address intersectionality, organisations and individuals must promote awareness, implement inclusive policies, and challenge systemic biases.
• Rising neurodiversity awareness:  A growing movement that recognises and celebrates the diversity of neurological differences. It challenges stereotypes and biases associated with neurodiverse conditions, such as autism, ADHD, dyslexia, and Tourette’s syndrome.
• AI and technology: AI is revolutionising industries, mitigating biases, improving digital accessibility, personalising experiences, automating tasks and innovating solutions. By analysing data and identifying patterns, AI is making a significant impact in various fields.
• Employee Resource Groups (ERGs): ERG’s are employee-led organisations that foster diversity, empower employees, advocate for issues, build community and offer mentorship. By supporting ERGs, organisations can create a more inclusive workplace.

Applying the SEEDS framework

Let’s explore some strategies and tools that can help boost DEI initiatives and create a more inclusive workplace.

The SEEDS framework, developed by the NeuroLeadership Institute, is a practical tool designed to help individuals and organisations better understand and manage unconscious bias.

There are five broad categories, each of which is associated with specific strategies for mitigation.  

Similarity Bias: This bias occurs when we favour individuals or things that are similar to ourselves over what is different. To mitigate this bias, we can actively seek out diverse perspectives and challenge our assumptions. For example, during a job interview, we should avoid favouring a candidate simply because they share our hobbies. Instead, we should focus on their qualifications, skills, and potential contributions to the team. Implementing inclusive recruitment practices can also help to reduce the impact of similarity bias.

Expedience Bias: This bias causes us to decide quickly without giving all the available information a thorough thought. When we could be pressed for time or experiencing high mental energy loads. We can counter this by taking our time to collect and evaluate information before passing judgement. Be mindful. Don’t just give superficial comments and instead, go deeper to help people engage and feel heard.

Experience Bias: This bias occurs when we rely too heavily on past experiences and fail to consider new information. We should try and be open to learning and willing to adapt our thinking based on new evidence. This requires a commitment to ongoing education and a willingness to challenge our assumptions. By doing so, we can avoid falling into the trap of believing our own perceptions are the objective truth.

Distance Bias: This bias involves judging people or things based on their physical or social distance from us, because we prefer what’s closer than farther away. To overcome this bias, we can create a culture of trust in the workplace, allow remote work arrangements and flexible camera policies in online meetings. By doing so, we can ensure that everyone feels valued and included, regardless of whether they are physically present in the office.

Safety Bias: This bias leads us to prioritise safety and avoid taking risks. Protecting against loss, particularly when revisiting decisions. Safety bias can create a risk averse work culture for fear of failure. To mitigate this bias, we can encourage a culture of innovation and experimentation, while also taking necessary precautions.

By understanding these five categories of bias and applying the associated mitigation strategies, individuals and organisations can work to reduce the negative impacts of unconscious bias, to create more inclusive and equitable environments.  

Key strategies for effective DEI

Effective DEI initiatives require an open approach. Here are some key strategies to consider.

• Educate and inform: Share resources, facilitate discussions, and encourage self-reflection.
• Model inclusive behaviour: Use inclusive language, advocate for others, and create a welcoming environment.
• Listen actively: Give your full attention, validate emotions, and ask open-ended questions.
• Amplify diverse voices: Share others’ work, provide platforms, and support marginalised leaders.
• Challenge bias and discrimination: Call out microaggressions, question assumptions, and stand up for others.
• Continuous learning and growth: Seek out new perspectives, attend workshops, and be open to feedback.

Using inclusive language: practical tips

Communication is essential for fostering a welcoming and inclusive environment. Let’s explore practical tips for using inclusive language in your daily interactions.

1. Avoid stereotypes: Avoid generalisations and use specific language.

2. Focus on the individual: Avoid labelling and use person-first language.

3. Respect pronouns: Ask politely and use them correctly.

4. Be mindful of language: Avoid offensive terms and use positive language.

5. Be inclusive in your vocabulary: Avoid gendered terms and consider diverse experiences.

Summary

In conclusion, fostering a diverse, equitable, and inclusive workplace can help everyone feel valued and heard. By embracing differences, promoting fairness, and creating a sense of belonging, organisations can unlock the full potential of their workforce and build a stronger team.

Resources

SEEDS model – https://neuroleadership.co.in/the-seeds-model/

Mildon – DEI consultancy that helps organisations build more inclusive cultures)  https://www.mildon.co.uk/

YouGov – https://business.yougov.com/content/46953-dei-in-the-workplace-unveiling-employees-attitudes-in-great-britain