Diversity, Inclusion,
Equity, and Belonging?
While we have made strides in creating inclusive workplace cultures, there are still so many opportunities that are yet to be explored and misunderstandings around what each term signifies. Most importantly, why is it essential to the success of your business?
This post will discuss diversity, inclusion, equality, equity, and belonging (DEIB), their relation to each other, and steps to create an inclusive and open culture in your organisation.
Definitions of Diversity, Equity, Inclusion, and Belonging (DEIB)
Those unfamiliar with ‘diversity, inclusion, equality, equity, and belonging’ should read about their importance. These are much more than mere buzzwords or a fad; these are the core values of professional organisations that have been in existence for decades. They can be defined as follows:
Diversity: Employing people from different races or cultural backgrounds, especially minorities, is known as diversity. Research indicates that those who work in diverse environments are more productive, make fewer mistakes, and report higher job satisfaction.
Equity: It points towards the principles of equality and fairness. To be equitable is to show equality or justice in a given situation, especially when giving rewards and opportunities.
Inclusion: Inclusion is a philosophy in which all individuals are recognised and valued as part of a community. It helps people from different groups respect each other, encourages learning and growth through diversity, and supports fair practices for those who are not as privileged.
Belonging: Typically, a sense of belonging is associated with feeling accepted by your coworkers and managers. This could mean being part of groups and social events outside of work or being asked to help make decisions at work.
The Importance of Diversity, Equity, Inclusion, and Belonging in the Workplace
- Improves bias awareness: Bias is a real problem that crops everywhere. The more we can talk about it openly and honestly, the better we can recognise and correct it when we see it happen in our own lives or workplaces. Bias may not be intentional, but that doesn’t mean it isn’t harmful.
- Boosts employee engagement: Employees who believe their workplace is inclusive are more likely to be engaged and immersed in their work.
- Encourages innovation and creativity: A diverse workforce creates new ideas and approaches that challenge traditional thinking, leading to new products, services, and customer solutions (and, therefore, new revenue).
- Creating a safe space for employees: When employees feel safe at work, they can excel.
- Better business results: Our research shows that companies with inclusive cultures outperform their peers on key financial measures such as customer satisfaction and retention.
Diversity, inclusion, equity, and belonging are becoming increasingly common in our vocabulary. Whether you are a student, parent, or employee, we all want what is best for ourselves and those around us. The idea of belonging is something we all desire across the places we occupy.
If you want your organisation to be effective, more productive, deliver better products and services, and truly tap into all of your talents, you must look at diversity as a business strategy.
Consider what is working for others; join like-minded peers, corporate allies, and consultants in DIEB; assess whether or not you have a plan in place or are working towards one; and initiate conversations around inclusion, equity, and belonging within your company.