Written by: Alexandra Elinsky, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
DEI is being discussed differently. New implementations are emerging. Learn more about how you can diversify your workplace using DEI.
Diversity will help your business grow.
Hosting a bland diversity workshop over lunch is no longer enough. It’s one thing to say we need to be inclusive, but what does that look like exactly?
Companies are taking action every year to improve diversity, but not just through the HR department. DEI is being discussed differently. New implementations are emerging. Offices are now creating environments for blossoming, diverse relationships and challenging workers' preconceived ideas about others.
What’s being done differently? Companies aren’t simply including minorities in their interview panels. They are looking at the benefits of DEI.
DEI stands for diversity, equity, and inclusion. Today, we’re deconstructing DEI and why it’s crucial in the workplace, so keep reading to learn more.
Empower Human Potential is a tool to help your HR needs. Learn more about us and our mission here.
The Benefits of Diversity in the Workplace
Companies talk about diversity all the time. We know that inclusiveness is necessary, but what exactly does it do besides give people a fair chance?
A few dozen studies have been done unveiling that diversity benefits a business in many ways. Here’s what the statistics show about a diverse workplace.
Variety of perspective
We must admit the fact that our lack of perspective limits our decision-making. Including workers that have a unique perspective on major decisions will offer more solutions. BCG’s study shows that teams with diverse management lead to 19% higher revenue.
Better decision making
More solutions mean better options and better outcomes. More options can also mean less stress overall. Cloverpop analyzed a variety of companies, and the results showed that diverse management teams are 87% better at making decisions than one person managing.
Increased creativity
Exposure to contrasting opinions causes workers to step out of their comfort zones and think differently. It’s uncomfortable, but McKinsey & Company found that diverse workplaces are 35% more likely to outperform their competitors. Who doesn’t want to gain attention above the competition?
Increased exposure to a specific target audience
Our understanding expands when we expose our minds to unique perspectives, and we open doors to collaborating with audiences we previously couldn’t have connected with. The Harvard Business Review found that diverse companies are 70% more likely to tap into new markets.
Is that something you would like for your business?
Diversity matters. Inclusion matters. Regardless, companies still face pushback when implementing DEI from team members. Why is that? Keep reading to learn about those challenges and ways to overcome them.
Incorporating DEI will always bring pushback in some way.
Challenges of Diversity in the Workplace
Putting our team members out of their comfort zones doesn’t come without pushback. Comfort zones mean safety and security. Our minds go through cognitive dissonance when our typical way of thinking is challenged, and it doesn’t feel good.
We try to understand others despite our preconceptions, but often we're blinded by hindered bias. Some challenges that workplaces may face when they introduce diversity could be:
Cultural misunderstandings
Language barriers
Slower decision making
Discrimination
Pursuing quota and not a talent
These challenges are by no means an excuse to cower away from diversity, but they should be considered and appropriately handled when executing DEI in the workplace.
So, we’ve talked about the benefits of DEI, and we’ve considered the challenges that may follow. Now it’s time to talk about how to implement DEI in the workplace.
How to Implement DEI in the Workplace
Start with the top
The best place to start implementing diversity, equity, and inclusiveness is to start with leadership. Leadership must be on board with DEI and the company’s values. They are the leaders of your company, after all.
Teaching empathy to your leadership is another way to ensure diversity, equity, and inclusion are being applied to the workplace. When we empathize with our team members, we build connections and understanding. And understanding is, after all, a major aspect of DEI.
Equity first, then diversity
Equity means to safeguard processes and procedures as fair and just. If companies are not starting here, what’s the point of discussing diversity and inclusiveness in the first place?
Evaluate your business procedures and identify the gaps. Only then will diversity be more than a dull PowerPoint presentation. Inclusiveness will come naturally because the way you hire, the way you make decisions, and the way you see the market is already diverse.
Openly discuss diversity – the good and the bad
Remember, pushback is inevitable, unfortunately. To stay on top of things, you can screen your team members (it can be anonymous or in-person) with questions about their workplace and colleagues to see how things are going on their end.
Questions you can ask would be:
Do you feel like a valuable member of the team?
Have you ever experienced any bias, prejudices, or racism directly or indirectly? If so, how did you handle it?
What do you think could be improved to increase diversity and inclusion?
Do you feel the company is doing well at listening and including other genders, races, religions, etc.?
Keep an eye on your team and be honest and upfront. Listen intently. They will appreciate you for it!
Diversity, equity, and inclusion should not be ignored in your business.
DEI Should Not Be Ignored
Diversity, equity, and inclusion should be a part of your business. If you feel like your company could be better at DEI, then don’t wait. Start taking small steps to a better future for your company and your team members.
If you're not sure where to start, talk to your team or hire a business coach. Sometimes it takes the perspective of an outside source, and that’s okay! Your friends at Empower Human Potential are always here to help.
Because, as Gandhi said, if we want to see change, we must be the change we want to see. That’s something we can all agree on.
Are you looking for guidance in your career? Shop our services and schedule a consultation with one of our team members!
Alexandra Elinsky, Executive Contributor Brainz Magazine
Dr. Elinsky lives to support professionals of all levels from all walks of life to book a call on her calendar, use this link – https://calendly.com/teamempoweryou/60min Dr. Alexandra Elinsky has a Ph.D. in Industrial Organization Psychology from the Chicago School of Professional Psychology and is a trained Executive Coach, Corporate Trainer, and Researcher. Dr. Elinsky is the owner/founder of Empower Human Potential LLC and owns/operates another event planning business that builds confidence and leadership skills in children and teenagers. Dr. Elinsky has 10+ years of professional business and corporate experience and has built both of her businesses from the ground up with nothing short of patience.
