Is your organization continuing its discussions, plans, trainings and strategies regarding diversity, equity and inclusion (DEI)? If not, it’s time to engage or re-engage.
First things first. Diversity is expansive and includes the following and so much more. Don’t narrow diversity to one vertical.
- Gender Identity
- Sexual orientation
- Physical ability or attributes
- Social class
- Citizen status
- And so much more
Why is it important to prioritize DEI at your organization?
Countless reasons, but here are a few:
- It’s the right thing to do, period.
- Having multiple perspectives inherently expands creativity, innovations, collected experiences shared and more, allowing your company to create true solutions to address all key audiences.
- According to Gallup, by 2025 75% of the workforce will be millennials. Millennials are diverse in makeup and also prioritize diversity in the workplace so it’s crucial to implement DEI best practices now, and measure and maintain them going forward
- According to the American Sociological Association’s 2009 study “Diversity Linked To Increased Sales Revenue And Profits, More Customers” they found “Companies reporting the highest levels of racial diversity brought in nearly 15 times more sales revenue on average than those with the lowest levels of racial diversity.
How can you elevate your DEI approach at your company?
- Leverage PRSA resources, webinars and more.
- Read. And read some more.
- “I’m Still Here: Black Dignity in a World Made for Whiteness” – Austin Channing Brown
- “So You Want to Talk About Race” – Ijeoma Oluo
- “We Should All Be Feminists” – Chimamanda Ngozi Adichie
- “The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy” – Scott E. Page
- “You Are Your Best Thing: Vulnerability, Shame Resilience, and the Black Experience” – Tarana Burke, Brene Brown
- “What Happened To You?: Conversations on Trauma, Resilience, and Healing” – Bruce D. Perry, Oprah Winfrey
- More suggestions via Forbes (there are always more!)
- Take the Harvard Implicit Association Test and encourage your staff to take it as well to be aware of personal biases. After taking the assessment be sure to develop a plan that works for your respective company or department.
- Consider personal or corporate trainings from reputable trainers such as Dar Mayweather and his Doing the Good Work team.
- Ensure your HR department has an anonymous channel for employee feedback (on anything!), and regularly review the entries to ensure continual organizational growth and evolution.
- Continually reflect and be critical of your organizational practices and staffing to ensure you’re being inclusive and all voices have a place in the room.
Remember, it’s not the “job” of diverse peoples to educate anyone, it’s important to continue your self education and carry over that learning to your organization. Keep reflecting, keep learning and keep lifting the voices of others.
By: Diversity Committee