While it is clear that companies must place diversity, equity and inclusion (DEI) at the center of everything they do, many struggle with how best to create and implement practices that will succeed in the long term. In a recent article for HR.com, I addressed how employment barriers are breaking down and what needs to be done to keep the momentum going. Here are some of the highlights:
“It is more important than ever for companies to work towards making sure they have diverse representation throughout the entire organization, from the CEO to managers to entry-level team members to attract and retain top talent and achieve their business goals. Employee empathy and productivity flourish in an inclusive setting, where different cultural understandings and ideas for business breakthroughs can thrive. However, without actionable and widespread efforts, many companies will see their DEI efforts fall short.”
“What are some of the primary drivers for achieving success? In my experience, it is actively implementing inclusivity at work (and making sure those values are reflected at the leadership level). Then, the remaining employee base will be able to follow suit and culture will emerge, where inclusivity is a core value of the organization, for which they work.”
“Companies are committed to making an actionable change when it comes to hiring talent that is representative of the world we live in today: diverse, full of differences in opinions, backgrounds, beliefs, knowledge and experiences. All of these differences have long been understood to contribute to above-average returns and increased business performance, which will undoubtedly bring major benefits to our global economy in the years to come.”
“Companies can take practical steps to create a global, scalable platform that drives a sense of belonging and inclusion for every single employee — regardless of their gender, ethnicity, cultural experience, location or job function.”
Create and Promote a DEI Policy
“A DEI policy can serve as one holistic approach to hiring, empowering and retaining a diverse workforce and should be woven into the larger strategic plan of an organization.”
Implement a Strategic Inclusion Plan
“It helps to analyze the high-performing companies that have seemingly “done things right” by living out their DEI values for decades and not just focusing on checking the proverbial boxes.”
Take a Regular Pulse of Employee Sentiment
“Giving employees the opportunity to provide regular feedback is a crucial step in making sure a company’s DEI initiatives are having the desired impact. Internal employee surveys provide a window into what is working and what needs to be addressed. This helps make employees part of the process and provides invaluable internal data for creating action plans and next steps.”
To read the full interview, click here
About Richa Gupta: For the last two decades, Richa has helped organizations create and unlock their Talent practices, build strong global companies with a purpose and high-performing teams, curate workplaces for talent to thrive, and develop strong and empathetic leadership muscle. As Chief Human Resource Officer at Globalization Partners, she is leading all facets of their global workforce, while playing a key strategic role in scaling the company and culture to meet the surging demands of remote work across the globe.
