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Employers face many overlapping workplace challenges, including attraction and retention, workplace culture, employee productivity, and more. Today, many employers are exploring diversity, equity, inclusion, and belonging (DEIB) programs, which can play a vital role in these workplace factors.
While many larger organizations may already pursue diversity, equity, and inclusion (DEI) efforts, many smaller employers are new to formally exploring such initiatives. In recent years, savvy employers are also rethinking their strategies and adding a renewed focus on belonging.
Diversity represents the range of human demographic differences, such as race, religion, gender, sexual orientation, age, physical ability, and neurodiversity.
Equity in the workplace refers to fair treatment in access, opportunity, and advancement for all employees.
Inclusion refers to a cultural and environmental feeling of belonging; it’s how welcome, comfortable, and valued an employee feels at work.
Belonging is the experience of employees being wholly accepted and included by those around them.
A PwC survey revealed that only 41% of employees feel comfortable being themselves at work. When people feel like they belong at work, they are more productive, motivated, and engaged, thus making them 3.5 times more likely to contribute to their fullest potential, according to the Center for Talent Innovation.
6 Potential Advantages of DEIB in the Workplace
Younger generations are demanding employer action on DEIB. According to a Monster survey, 83% of Generation Z candidates say a company’s commitment to diversity and inclusion is essential when choosing an employer.
Employers often explore DEIB programs intending to seek the following benefits:
- Improved employee performance
- Boosted employee engagement
- Reduced employee absenteeism
- Decreased employee turnover
- Strengthened workplace culture
- Elevated employer branding
Common DEIB Initiatives
DEIB programs are intended to meet employee desires and help solve business challenges. Employers explore these programs to create a workplace where employees of all backgrounds can be included, feel they belong, be treated fairly, and positively contribute to the organization. These programs can also help retain, attract, and equip workers to feel at home and positively contribute on a day-to-day basis.
Here are some common examples of DEIB initiatives:
- Learning and development programs
- Employee resource groups (ERGs)
- Mentorship and sponsorship opportunities
- Reevaluating workplace policies
- DEIB training
- Attraction and retention strategies
- Corporate social responsibility (CSR)
- Environmental, social and governance (ESG)
Employers should consult with local legal counsel before updating policies or implementing any workplace initiatives.
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DEIB Training from GTM
Are you interested in implementing a DEIB program at your business but aren’t sure how to get started? Or do you want to assess your current program and see what changes may need to be made? GTM’s HR consultants are here to help. Our DEIB services include training and coaching for both managers and employees, and we can provide DEIB and climate surveys to help you get a better understanding of how to use DEIB to help recruit and retain employees. Fill out the brief form below to learn more.
