The topic of equity, diversity and inclusion (EDI) is as broad as it is complex and essential to address for any company for social, ethical and economic reasons.
Before we get to the heart of the matter, let's take a step back. What does diversity actually cover?
When we talk about Diversity, we are referring to the differences that may exist between employees in terms of characteristics such as gender, race, age, religion, cultural origin, physical abilities and sexual orientation.
Why now, more than ever, do organizations need to be aware and act to take responsibility when dealing with this issue?
First, the workforce is much more diverse than it used to be. Globalization and the internationalization of markets are bringing diversity to different organizations. Secondly, there is the general observation that a vast majority of organizations have not been able to successfully manage the issue of diversity in the past. Then, today, many public discourses are calling for action from governments through social movements such as Black Lives Matter or #MeToo. Obviously, this has led to heated discussions and debates and has led organizations to implement concrete actions in their workplaces. The time has come to seriously address the issue of equity, diversity and inclusion in a renewed way. Let's take action to develop inclusive workplaces and enrich the dialogue around this issue in a positive way.
Despite the magnitude of the challenges that the topic presents, it is now a competitive advantage for any company that wants to stand out from the rest by adopting this approach.
What are the main benefits of diversity for an organization?
Let's answer this question with another question. Considering the labor shortage we are facing, can we really deprive ourselves of complementary talents? To ask the question is to answer it. Here are some benefits of diversity:
- Diversification of candidate skills and experience
- Diversification of employee perspectives.
- Diversification of backgrounds, which generates innovation and brings new ideas
- Diversification often creates better collaboration and contributions among employees
- Diversification increases the pool and variety of applicants
- Diversification promotes the learning of new language skills and/or open-mindedness among employees
- Diversification of languages can generate new business opportunities (foreign client)
- Diversification of origins can favorably increase the organization's brand image
- Diversification favors the integration of employees because no one feels left out (inclusive environment)
Now how do you integrate EDI into your organization in a practical and impactful way?
Here are some pointers to guide you:
- Take stock of your company's EDI situation. Review the state of affairs. Here are a few questions to guide you in this regard:
- Do I have an EDI policy or program? Is it effective? Does diversity allow me to achieve more creativity and innovation? Can I make direct links between EDI management and my business results? Can I consider myself an EDI leader in my market? What are others doing well? What could I do as an employer in this area given my work environment?
- Equity: What does equity look like in my teams? In my organization? Is equity felt? In what way? How can we spread it further?
- Diversity: Is there diversity within my teams? Is it adequately represented (enough or underrepresented)? How can we ensure more diversity in the work groups?
- Inclusion: Beyond diversity, are my management practices inclusive of diverse individuals? Is inclusion felt by diverse individuals? How can I be more inclusive? What are my opportunities for improvement in this area?
- Evaluate your organizational culture in this area. Answer the following question: What are the perceptions of employees, managers and teams on this subject?
- Develop EDI initiatives with an overall vision aligned with the organization's business strategy and not as a stand-alone HR practice. This will allow real change to occur within your organization.
- Establish tools to measure the changes that have been implemented and validate the evolution of behaviors. For example, you can include in your annual evaluations one or more objectives related to EDI. Indeed, accountability and measurement of results are key elements of success. Without measurement, it will be difficult to align efforts and see behaviors change.
Make EDI an ally to your business strategy and a priority in your environments for the well-being and success of all: individuals, managers and the organization.
We all have something to gain!
Do not hesitate to contact Stéphane Pépin for more information on our HR consulting services.
