Today we are part of experience economy which is driven by Belief (Find) ,Become(Grow),Belong(Connect) .We need to unleash humane in human resources as emotions are culturally universal !
DEI (Diversity ,Equity ,Inclusion) is not just limited to corporate but society at large. Corporate culture is the manifestation of the society we live. Thus embracing one another’s uniqueness and leveraging strengths to develop human capital system is crucial. DEI mindset is one “Where the mind is without any fear and head held high”.
Work is not just a place where you Go but what you Do. So driving talent transformation strategy with resilience and sustaining DEI practices needs to be business imperative. Diversity is now on the agenda of corporate boards and senior management leaders in ways unthinkable a decade ago. This attention has been influenced by several studies, activists, and government and regulatory bodies advocating the benefits of having a diverse leadership. Many organizations have already embarked on this journey of change — of advancing towards creating a more inclusive environment — but the pace of change is not fast enough.
Diversity needs to be driven from “Inclusion lens “. Inclusion is possible w.r.t 3 Rs when we Recognize, Respect and Reconcile differences .
Key pointers for DEI to thrive in organization,
– The new way to look at “VUCA” world is Vision, Understanding, Clarity, Agility.
-Curate the DEI initiatives with heart (Care), Head(Analytics) and Gut (Radical condor ).
-Thinking beyond the gender gaps.
-Performance and productivity in terms of DEI : Create psychological safety at workplace, as talent acquisition professionals looking to offer an inclusive candidate experience, individuals interacting with other individuals to find win-win opportunities, usage of inclusive language, gender neutral JDs, unconscious bias & gender sensitivity training
-Create equitable environment, non-compromising on merit, reward diversity champions ,mitigating unconscious bias and the pay gap.
-Embed strategic DEI practices into every stage of employee lifecycle from hire to rehire.
-As professionals responsible for creating an inclusive ecosystem where everyone is valued for their uniqueness. DEI not HR agenda but every emp KPI
-Leaders and managers aspiring to foster an inclusive and safe space for the team to contribute.
-Encourage Allyship .
-Elevate equity .
-Listening to employees and acting on results” as the best way of succeeding and creating DEI policies.
–Inclusive diversity in the workplace is the key to innovation and progress, and most importantly, it brings equity and belonging among employees of the organization.
As the world is migrating to Artificial Intelligence and Machine Learning which use various data points to analyze and conclude, the management must adapt steps to ensure that there is no bias in the auto-generated algorithms toward any particular culture, religion, or other background for creating a workplace that fosters Diversity, Equity, Inclusion, and Belonging.
Implementing DEIB brings freshness, creativity, and zest to keep an organization afloat even during turbulent times. Companies that foster a work culture that integrates Diversity, Equity, Inclusion and Belonging assure that their employees can help themselves and others, contributing to productivity, both consciously and subconsciously.
Implementing DEIB is a conscious activity that requires specific actions. Most importantly, companies must have a sound policy on behavior that cannot be tolerated. They must also encourage conduct and conversations that can contribute positively to DEIB.
“If diversity is a fact then inclusion is a choice”. So let’s dream of a equitable world where no one is left behind via overcoming our biases, social constructs and stereotypes. Walk the talk -let action inspire impact !!
Author
Alapinee Deshmukh