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Organizations are effectuating the concept of Diversity, Equity, and Inclusion (DEI) into practice to foster a culture where employees feel valued and safe. A key component of inclusivity is self-authentication, it is not only a way to make employees feel embraced but also elucidates the difference between equality and equity.
Providing employees with equal resources and opportunities was a moving custom until the term “Equity” entered the scenario which states addressing needs and gaps faced by individuals subjective to their requirements. Since then, the Human Resource officials across organizations have placed a strong emphasis on equity in hiring, promotions, and professional development, leading to significantly better work outcomes and consequent higher revenue figures.
- Open Door Policy – Communication and trust are two integral components to finding out the issues lurking beneath the surface and resolving them. Open door policy gives the freedom of communicating with your seniors, managers, and team members and working on the potential solution for that problem. This promotes a positive work environment and creates room for more productive team discussions where questions, feedback, and recommendations are appreciated. Open door Policy can hone one’s listening skills, fill in the void in communication and bring in better ideas to the table, ultimately resulting in better client deliveries and team engagement.
- Workplace Culture – Feeling excluded can be a cognitive distraction that can hinder focus and ability to perform. Therefore, workplace culture should be empowering and encouraging, wherein individuals are valued and identified for their uniqueness. Some of the activities that contribute to creating a healthy workplace include – public speaking, Employee routine checkup, surveys, and town hall meetings.
- Company Policies – Should ultimately create a level playing field for all the employees where one’s advantages shouldn’t bar others from opportunities. All feasible methods of presenting and upholding equity at work should be covered under these policies, including periodic policy analysis and revision, suitable rewards, safety precautions for sensory-sensitive workers, skill-based hiring, and an insurance track.
- Equal Opportunities – The emphasis should be on recruiting people based on their skills because a certain percentage of people remain incapable of completing their higher education for a variety of reasons, including family and social obligations. Therefore, education programs and skill enhancement modules should be introduced to upskill employees. Across organizations, this has proven to be a very fruitful practice that created a quality talent pool with a unique set of expertise and yet all equally valuable.
- Transparency in operations – Who is rising inside an organisation? Which members of the firm are applying for promotions? Are salary hikes distributed equally at your organisation among all demographic groups? Should be discussed once in a while and should not be kept under the covers because the main goal of Human Resource Team should be to empower all of employees and increase participation by creating a secure, encouraging, and inclusive work environment, eventually leading to increase in company’s bottom-line as well.
- Leaders support their team members – An organisation’s culture is carried by its managers. They should reward employees for their hard work, provide them with honest criticism, and address their problems. A supportive environment results in goodwill and trust among both internal and external teams of a firm. Diversity at managerial posts is highly valued for fostering integrity and providing unbiased guidance. It also builds a solid team foundation and serves as a prelude to implementing DEI.
- Core values – Organisation must perceive each employee’s need to feel like they belong and encourage them to develop that same sense of belonging in others around them as well. Having a sense of belonging can keep a team motivated to work hard and enhance equity by changing procedures and attitudes.
- Adaptability to ensure everyone’s success – Exclusionary cultures can result in team members that undermine one another and a setting where everyone is primarily concerned with themselves. The motto to percolate growth within the team should be ‘growing together as individuals’ this can encourage competitive advantage along with nurturing each other’s individuality, innovation and thoughts.
The manifestation of equity and belongingness cannot be translated into success until we acknowledge each other’s presence. DEI can pave a workplace where everyone feels welcome by exercising kindness and keeping an open mind, a way for better employment opportunities and results – if we build equity and not equality.
