You can’t scan the news without a new story popping up. Attacks on diversity, equity and inclusion (DEI) initiatives have reached a fever pitch—and in this tense election year, they’re likely to escalate far higher. Attention has turned from university campuses to businesses that have established policies to make their employees feel supported and at home.
By gaining extraordinary coverage in social and traditional media, anti-inclusion efforts are sowing fear and intimidation across the US, leaving companies wondering whether to continue, shy away from, retool or rebrand their initiatives.
It’s easy to get caught up in the backlash and external conversations. But away from the noise of the media, within your own (metaphorical or physical) workplace walls, HR professionals know that belonging matters more than ever.
It’s easy to get caught up in the backlash and external conversations. But away from the noise of the media, within your own (metaphorical or physical) workplace walls, HR professionals know that belonging matters more than ever.
Navigate the growing “us vs. them” divide
In spite of the headlines, recent surveys suggest that the concepts underpinning DEI initiatives remain important to employees. This has led to a shift toward an internally felt sense of belonging—and given rise to a more carefully honed and worded DEIB (diversity, equity, inclusion and belonging) position.
As important as it is to your employees, the sense of social responsibility associated with DEIB is also important to your reputation among customers and communities, especially those under age 45. And even if your business isn’t global—yet—clients and workers may have been born anywhere. It’s important that any organization understand how to navigate diverse markets, cultures and customer needs.
The diversity pendulum has been swinging back and forth since the 1960s. But the thing that matters most is what matters to your employees. We know that being comfortable at work contributes to productivity, loyalty, satisfaction and growth. Plus, bringing together differing perspectives enhances problem solving, creativity and innovation by incorporating a wide range of ideas.
It’s easy to get caught up in the backlash and external conversations. But away from the noise of the media, within your own (metaphorical or physical) workplace walls, HR professionals know that belonging matters more than ever.
Let your employees’ needs guide you
To bring everyone into the “us” in your workplace, focus on your own values and culture—and what’s best for your business. Explore what’s most important to your leaders, managers and frontline workers through an innovative collaboration platform, WikiWisdom.
Invite your stakeholders to take a moderated deep dive into identifying biases, obstacles, strengths and potential solutions to ensure that people can bring their best selves to work. We’ll complement that raw learning with additional research into policies and best practices, as well as expert perspectives from DEIB specialists at The Folke Institute, to deliver practical strategies and next steps.
Turn belonging into a strategic advantage. No matter your size or industry, Creative Workforce Solutions is ready to show you how.