Diversity, Equity, and Inclusion are key to any business’ strategic plans. How companies integrate DEI into their workplace can make all the difference in sustaining talent, productivity, and, ultimately, business success.
For this month’s edition of Equity in Action, Josie B. H. Pickens, Esq., Chief Diversity, Equity, and Inclusion Officer, City of Philadelphia, offers guidance on how organizations can be more intentional in the implementation of their DEI policies and programs.
Many organizations are eager to implement Diversity, Equity, and Inclusion (DEI) initiatives that will contribute to the recruitment, retention, and promotion of employees from diverse backgrounds. Organizations hope that DEI efforts will create accessible, safe, and inclusive organizational climates. Sadly, the creation of a DEI policy or program does not guarantee a diverse workforce or an improved work environment. To get better results, organizations must courageously engage in introspection, generously invest in their DEI strategies, and thoroughly integrate DEI principles into their operations and decision-making.
Introspection
A comprehensive and honest assessment of an organization’s culture, norms, and history may reveal challenges that need to be addressed before a DEI initiative can succeed. Such an assessment might reveal problematic people or processes that are a barrier to organizational growth. Organizations must become more reflective, even though it may extend timelines for deliverables, require external support, or lead to difficult conversations. Introspection can help ensure that organizations address the root causes of their challenges.
Investment
DEI requires resources. A successful investment in DEI might include hiring staff, better compensating existing staff who take on DEI initiatives, budgeting for training, or investing in accountability tools. DEI efforts also benefit from nonmonetary investments, such as leadership buy-in and enthusiasm.
Integration
DEI cannot happen in a silo. Organizations can choose to integrate DEI principles into everything they do. DEI can inform everything from hiring and interview processes to the planning of office activities and presentations. DEI should be on the list of considerations whenever an organization needs to make an important decision. Organizations can integrate DEI by sharing responsibility for DEI. Every employee can contribute to the success of an organization’s DEI efforts.
Intention requires effort. Organizations can build more diverse, equitable, and inclusive workplaces by growing their self-awareness, resourcing their DEI efforts, and adopting an organization-wide approach to create lasting and meaningful change.
Upcoming Event
Accessibility: Prioritizing Disability Awareness and Allyship
Friday, May 19, 2023 | 10:00 AM – 11:00 AM | Virtual | Free for Chamber Members
Join us virtually to learn how your organization can become a better ally by creating an accessible and welcoming environment for those living with disabilities. Increase your awareness of the depth and dimension of the disability community and gain best practices to advocate for disability inclusion through your workplace policies and hiring practices.
As the Chamber continues our longstanding commitment to the fight for equality, we’re highlighting ways our business community can meaningfully increase diversity, equity, and inclusion to bring about lasting change in the workplace.
Through our Diversity, Equity, and Inclusion (DEI) initiative, we work to drive economic competitiveness, highlight diverse employee populations, and promote inclusive growth throughout our region.
