According to HR.com’s HR Research Institute, organizations aim to build a culture of trust through DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives. With companies downsizing and employees feeling disengaged with their job and their company, it is imperative that managers and organizations find a way to build trust. But what does trust in an organization look like, and how does it connect with DEIB initiatives?

The Importance of Trust in the Workplace

Trust in an organization manifests as employees feel confident that their leaders are committed to their well-being, transparent in their communications, and consistent in their actions. It means that employees believe their contributions are valued, their voices are heard, and their differences are respected. A culture of trust encourages employees to be open, share ideas, and collaborate effectively, knowing they are in a safe and supportive environment.

Connecting Trust With DEIB

DEIB initiatives are crucial in fostering this culture of trust. Here’s how:

• Diversity: By actively recruiting and embracing a diverse workforce, organizations show their commitment to representing different perspectives and backgrounds. This diversity leads to a richer, more innovative work environment where all employees feel seen and valued.

• Equity: Ensuring fair treatment, access, opportunity, and advancement for all employees builds trust. When employees see that the organization is dedicated to leveling the playing field and addressing systemic inequities, they are more likely to trust that their success is based on merit and not on biases.

• Inclusion: Inclusion involves actively engaging all employees in decision-making processes and valuing their input, which reinforces their sense of belonging and trust in the organization.

• Belonging: When employees feel they belong, they trust that the organization supports them not just as workers but as individuals. Belonging goes beyond inclusion by ensuring that employees feel integral to the organization’s fabric and mission.

Barriers to Building Trust Through DEIB

HR.com’s research identifies several barriers to building a culture of trust through DEIB initiatives:

• Insufficient Prioritization at Top Leadership Levels: Forty-two percent of respondents cited this as a significant barrier. When top leadership does not prioritize DEIB, it sends a message that these values are not integral to the organization’s mission. Overcoming this barrier requires leadership buy-in and visible commitment to DEIB goals. Leaders must champion DEIB initiatives, allocate resources, and integrate these values into the organization’s strategic objectives.

• Political and Social Backlash: One-fifth of respondents highlighted political and social backlash against DEIB ideas as a barrier. This backlash can stem from a lack of understanding or resistance to change. To combat this, organizations should focus on education and communication, emphasizing the business and moral cases for DEIB. Engaging employees in open dialogues and addressing concerns transparently can help mitigate resistance.

The Role of a DiversityArchitect in Bridging the Gap and Building Trust

A DiversityArchitect can serve as a trusted advisor to bridge the gap between employees and organizations in combating these barriers. They are dedicated to designing and implementing diversity throughout the entire organization. Much like an architect, they strategically develop a blueprint to ensure that diversity is integrated throughout the organization, not isolated in a single department.

A DiversityArchitect ensures that DEIB values are upheld consistently and transparently across all levels. This alignment helps build a culture of trust by demonstrating the organization’s visible commitment to DEIB principles and taking concrete steps to ensure fair treatment and inclusion. As trusted advisors, DiversityArchitects bridge the gap between leadership and employees, ensuring that employee concerns are heard, valued, and addressed.

5 Strategies to Combat These Barriers

1. Leadership Commitment: DiversityArchitects ensure that DEIB is a strategic priority for top leaders. This can be achieved by setting clear DEIB goals, regularly communicating progress, and holding leaders accountable for outcomes. Leaders should be trained to understand the importance of DEIB and how to foster it within their teams.

2. Education and Awareness: DiversityArchitects conduct regular training sessions and workshops to educate employees about DEIB. These sessions should cover the benefits of diversity, equity, inclusion, and belonging, and provide practical tools for creating an inclusive environment.

3. Open Communication: DiversityArchitects foster an environment where open communication is encouraged. They create forums for employees to voice their concerns, share their experiences, and provide feedback on DEIB initiatives. This can help identify and address issues before they escalate.

4. Policy and Practice Alignment: DiversityArchitects ensure that organizational policies and practices align with DEIB goals. This includes equitable hiring practices, fair performance evaluations, and inclusive workplace policies that support all employees.

5. Celebrating Successes: DiversityArchitects highlight and celebrate successes in DEIB. They recognize individuals and teams who contribute to building a more inclusive and equitable workplace. Sharing success stories can inspire others and reinforce the organization’s commitment to DEIB.

A DiversityArchitect can ensure these strategies are effectively implemented, fostering an environment where trust is built through consistent, transparent, and inclusive practices. By addressing these barriers and implementing these strategies, organizations can build a culture of trust that not only enhances employee engagement and satisfaction but also drives innovation and organizational success. DEIB initiatives are not just a moral imperative but a strategic advantage in today’s diverse and dynamic workforce.