As we continue to navigate through the first week of Global Diversity Awareness Month, it’s the perfect opportunity to reflect on your company’s commitment to fostering Diversity, Equity, and Inclusion (DEI) in your workplace. 

Do you believe your organization is taking enough meaningful strides towards embodying the three mentioned principles? If your answers lean towards ‘no’ or ‘maybe’, then it’s time to double your DEI efforts. In this article, learn how to design successful DE&I training initiatives and continuously promote diversity and inclusivity within your team. 

Benefits of Championing DEI 

Championing Diversity, Equity, and Inclusion (DEI) is not just a social responsibility; it’s a strategic investment that can produce numerous benefits for your business. Consider it as a proactive choice rather than an obligation to fulfill. 

By having clear initiatives, you can experience the following advantages: 

1. High Employee Engagement and Retention 

Prioritizing DEI within your organization can significantly boost employee engagement. When individuals feel valued and respected for their unique contributions and backgrounds, they become more motivated to actively participate in their roles.  

They’re more inclined to share innovative ideas and insights with their colleagues, ultimately fostering a culture of collaboration and innovation. Research conducted by Gallup reveals that engaged employees are also more likely to be committed to your organization, thus contributing to improved employee retention rates.¹  

In essence, by cultivating enhanced engagement, you indirectly bolster employee retention, which is vital for long-term organizational success. 

2. Improved Company Performance 

Based on the same study, results found that business units composed of highly engaged employees have the tendency to report fewer absences when compared to companies with low engagements. To continue the comparison, researchers also found a 14 percent difference between the productivity of people in an engaged office versus those in poorly engaged workplaces.  

This goes to show that having DEI-related initiatives inside your company can lead to better employee performance and improved company metrics. 

Read More: The Importance of Diversity in Tech Companies

3. Increased Customer Satisfaction 

A workforce comprising individuals from diverse backgrounds and experiences is inherently more adept at catering to a broad and varied customer base. Remember that your potential clients come from different parts of the globe and follow different cultures and practices.  

When you assemble diverse teams that are not only knowledgeable but also trained to exhibit sensitivity and consideration towards others, you’re taking significant strides toward making your business more inclusive. It could result in increased customer satisfaction and client retention, which are both important factors every business needs. 

4. Positive Employer Branding 

Branding can easily make or break your company. Based on a 2021 study by Glassdoor, 76 percent of respondents evaluate companies based on the diversity and inclusion found among their ranks.² Aside from social media websites or job posts, the best way to advertise your employer branding is to rely on your hired professionals.  

Employees who are treated well and have good experiences often feel more inclined to share with others the positive things about working for your company. For example, they may talk about the great DEI initiatives being implemented in their day-to-day work life. This can bring you more attention in the job market and eventually attract experts who value diversity, equity, and inclusion. 

Read More: Build a Standout Personal Brand: How to Win in a Competitive Job Market 

5. Easier Talent Acquisition 

A working environment that welcomes diversity of backgrounds and ideas, respects people’s individuality, and strives for equity of opportunities and support is greatly attractive to candidates in today’s world of work. As more job seekers show their interest in joining your company, it becomes easier for you to acquire people with the skills and talents you need. 

Steps to Improving Your Company’s DE&I Efforts 

Knowing about the benefits of DEI and wanting them for your company shouldn’t be enough. Diversity, equity, and inclusion is important to a company’s success. To make your business better using these three principles, you need to put in actual effort. Below are steps under three specific categories that you can do to elevate your DEI initiatives. 

1. Creating a Detailed Plan 

This step provides the essential groundwork for creating a well-informed strategy that will shape your organization’s culture into one that embraces diversity and inclusivity. 

Observe The Current State of Your Company 

Before you can come up with ways to improve your company culture, you need to first conduct a thorough assessment of its current state. This includes studying your existing policies and the DEI-related practices of your employees. You can opt to conduct surveys, interviews, focus groups, or other data-gathering strategies in order to find the insights you need. 

Read More: Inclusive Organizational Transformation – Fostering A Culture of Belonging 

Set Clear Goals and Objectives 

Once you’ve pinpointed the areas that need improvement, you can go to the next step which is setting clear DEI goals and objectives for your business. These are crucial because they will serve as your guide when designing the actual training and DEI programs. Put in the effort to make your goals specific, measurable, achievable, relevant, and time-bound (SMART).  

2. Designing Successful DE&I Training Initiatives 

Here’s what you need to know when creating a DE&I training initiative.  

Create DEI Training Initiatives Using Different Formats 

In order to accommodate the different preferences and learning styles of your people, use different formats for your DEI training initiatives. Consider a multifaceted approach that involves workshops, modules, seminars, peer discussions, and other interactive activities. These diverse formats empower your employees to develop a thorough grasp of Diversity, Equity, and Inclusion (DEI). 

Ensure Relevancy and Sensitivity of Content 

Conduct research and consultation if necessary, regarding the content of your planned training sessions. You need to be certain that the topics you choose directly address the needs of your workforce. Strive for content that is not only up to date but also respectful, culturally sensitive, and free from offensive elements. 

Your objective should be to strike a harmonious balance between raising awareness and offering practical solutions to DEI challenges. 

Choose Reliable and Credible Trainers 

Your diversity training can only be successful if you have trainers and facilitators who are reliable and knowledgeable about DEI. Choose experts who understand diversity initiatives, especially those who can actively create safe and inclusive learning environments for your employees.  

The trainers you’ll pick should be the ones who can handle sensitive topics and can address questions and respond to concerns with empathy. 

Incorporate Interactive Elements and Activities 

To keep the interest of employees, maintain high engagement during training, and create a positive employee experience, incorporate fun DEI-related activities for employees to do. You can also include open discussions or real-life storytelling sessions to help people become more interested and invested during your planned training programs. 

3. Promoting DEI Training and Beyond 

Once you’ve developed a solid plan, don’t let it die down. Ensure continuity by doing the following.  

Inform Employees About Training and Other DEI Initiatives 

Say you already have a great program meant to raise awareness about diverse and inclusive cultures at work. But without proper employee engagement, your planned DEI programs are for nothing. To ensure participation, communicate with everyone regarding upcoming training sessions and workshops. Use multiple channels to inform your people such as posters, emails, calendar schedules, and the like. 

Encourage Open Conversations to Foster a Culture of Respect 

DE&I initiatives shouldn’t stop after the month of October. To establish a DEI company, you need to create long-term goals and objectives for your business. Strive to create a working environment that naturally champions DEI.  

You can do this by encouraging open and respectful conversations between people in your company regardless of their roles. Make it a habit to lead by example and always remain considerate of the diverse backgrounds and experiences of the people you work with. 

LET RASO360 GUIDE YOU IN CREATING A MORE DIVERSE BUSINESS 

Your journey toward a more inclusive and productive workplace begins with the intention to create positive change. At Raso360, we share your commitment to fostering Diversity, Equity, and Inclusion (DEI) in your organization. 

Let us support your efforts with our tailored staffing solutions. Our extensive network of professionals includes individuals who possess both the necessary skills and the attitude to champion workplace diversity and inclusion initiatives. Success starts with the right people. Empower your business with top talent. Contact us today to learn more! 

References 

1 Harter, Jim. “Employee Engagement Vs. Employee Satisfaction and Organizational Culture.” Gallup, 12 Apr. 2017, www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx. 

2 Terrazas, Aaron. “Who Cares about Diversity, Equity and Inclusion?” Glassdoor, 29 Nov. 2022, www.glassdoor.com/research/who-cares-about-diversity-equity-and-inclusion.