Better Together

Organizations with diverse perspectives are more profitable and innovative, according to studies from companies such as McKinsey. Despite such data, some businesses and individuals resist participating in diversity, equity, and inclusion efforts.

Reasons for pushback include feeling left out of the initiatives, not understanding the scope, and a lack of training on DEI benefits. Adding belonging to DEI can help employees understand that diversity efforts in the workplace aren't about quotas or avoiding negative press. The programs ensure that all staff have a voice and that the environment welcomes everyone.

In "Transform DEI Into DEIB," Charlotte Hughes offers tips for creating a workplace where individuals believe their employers accept them for who they are. The efforts can be part of an overall strategic DEIB plan aligned with the business's mission and values.

Suggestions include:

Conduct annual assessments. Use a mix of qualitative and quantitative data, such as focus groups, interviews, and anonymous surveys, to ascertain whether staff feel part of the organization.

Provide training courses. Offer varied training topics such as psychological safety, allyship, disrupting unconscious bias, and inclusive leadership. Training and development efforts won't be effective if they are one-offs that appear to check a box.

Involve employees. Talent will feel a greater affinity for their employer when leaders involve staff in business decisions. Workers will be more invested in company success and growth, notes Hughes.

Develop equitable practices. Hire and promote fairly; have transparent policies around equal advancement opportunities.

These tips were adapted from the January 2025 issue of TD at Work. Learn more at td.org/TDatWork.