{"id":40769,"date":"2021-03-16T14:01:03","date_gmt":"2021-03-16T12:01:03","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=40769"},"modified":"2025-04-24T14:33:47","modified_gmt":"2025-04-24T12:33:47","slug":"diversity-equity-and-inclusion","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/diversity-equity-and-inclusion\/","title":{"rendered":"What are Diversity, Equity, and Inclusion in the Workplace?"},"content":{"rendered":"<p>In an age when it\u2019s becoming increasingly clear that we can and must do better, companies must shoulder a broader social responsibility. This means working to promote diversity, equity, and inclusion while <strong>abolishing discrimination and inequality<\/strong> within the workplace.<\/p>\n<p>However, becoming a positive agent of change won\u2019t happen on its own. Too often, organizations look to <strong>corporate buzzwords and vague promises<\/strong> to set them on the right path. That won\u2019t do it. Instead, companies must implement <strong>diversity, equity, and inclusion policies <\/strong>and promote cultural competence in the workplace. They must provide the commitment and action necessary to drive progress.<\/p>\n<p>In this blog, we\u2019ll look at <strong>diversity equity and inclusion, including what it is, how it can benefit organizations, and how you incorporate DE&amp;I initiatives into your company.\u00a0<\/strong><br \/>\n<!-- end HubSpot Call-to-Action Code --><\/p>\n<ul>\n<li><a href=\"#definition\">\u00a0The Definition of Diversity, Equity, and Inclusion<\/a><\/li>\n<li><a href=\"#benefits\">\u00a0Benefits of DE&amp;I<\/a><\/li>\n<li><a href=\"#examples\">Diversity, equity, and inclusion in the workplace examples<\/a><\/li>\n<li><a href=\"#implementing\">\u00a0Implementing DE&amp;I Training<\/a><\/li>\n<li><a href=\"#creating\">\u00a0Creating a DE&amp;I Mission Statement<\/a><\/li>\n<li><a href=\"#rely\">\u00a0Rely on the Numbers<\/a><\/li>\n<li><a href=\"https:\/\/factorialhr.com\/hr-reports\">HR Reports Made Easy with Factorial \u2705<\/a><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\"><img decoding=\"async\" class=\"alignnone wp-image-104914\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/12\/29162640\/ENG_Blog_banner_900x308_J_v1.2-300x103.png\" alt=\"hr-reports-free-demo\" width=\"617\" height=\"212\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/12\/29162640\/ENG_Blog_banner_900x308_J_v1.2-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/12\/29162640\/ENG_Blog_banner_900x308_J_v1.2.png 676w\" sizes=\"(max-width: 617px) 100vw, 617px\" \/><\/a><\/p>\n<h2><strong>What Is Diversity, Equity, Inclusion (and Belonging)?\u00a0<\/strong><\/h2>\n<p>Diversity, equity, inclusion, and belonging (DEIB) is a strategic approach that organizations adopt to create a more<strong> diverse and inclusive workforce<\/strong>. \u00a0It aims to create a working environment that benefits all employees, regardless of gender, ethnic background, socioeconomic background, and mental and physical ability, among others.<\/p>\n<p>It\u2019s a natural progression of earlier <a href=\"https:\/\/factorialhr.com\/blog\/diversity-management-workplace\/\" target=\"_blank\" rel=\"noopener\">diversity and inclusion (D&amp;I) strategies<\/a> and serves to empower <strong>historically underrepresented employees<\/strong> to fulfill their professional potential.<\/p>\n<p>The term is grouped as one yet, while the words overlap and interconnect, each is also an individual concept. Let\u2019s take a look at the diversity equity and inclusion definition in closer detail.<\/p>\n<h3><strong>Diversity\u00a0<\/strong><\/h3>\n<p>&#8220;Diversity&#8221; does not refer to a person on the simple basis that people cannot be &#8220;diverse.&#8221; Rather, diversity refers to the makeup of the organization. <a href=\"https:\/\/factorialhr.com\/blog\/diverse-workforce-2\/\" target=\"_blank\" rel=\"noopener\">Cultivating a diverse workforce<\/a> means ensuring that there\u2019s a diverse representation of people working there, including people of different <strong>races, genders, sexual orientations, and social backgrounds<\/strong>.<\/p>\n<h3><strong>Equity\u00a0<\/strong><\/h3>\n<p>People often use equity as a synonym for \u2018equality,\u2019 but there are key differences. In a working environment, \u2018equality\u2019 would give the same access to tools, resources, and opportunities to all employees. \u2018Equity\u2019 recognizes that not every employee will thrive under the same conditions and promotes <strong>an individualistic approach<\/strong> that works to meet each individual\u2019s needs.<\/p>\n<p>Equity also acknowledges that<strong> institutional barriers prevent some employees from getting ahead<\/strong> and that some employees (or candidates) receive institutional advantages that make it easier for them to succeed.<\/p>\n<p>For instance, <a href=\"https:\/\/gender.stanford.edu\/news-publications\/gender-news\/why-does-john-get-stem-job-rather-jennifer\" target=\"_blank\" rel=\"noopener\">a Stanford University study<\/a> found that a person named &#8220;John&#8221; would be much more likely than a person named &#8220;Jennifer&#8221; to get a job, even if their resumes were identical. In this case, John\u2019s gender was an advantage, and Jennifer\u2019s gender was a barrier. Among other things, equity aims to initiate processes that <strong>remove unconscious bias<\/strong> from the decision-making process.<\/p>\n<h3><strong>Inclusion\u00a0<\/strong><\/h3>\n<p>We\u2019re going to put this definition in the hands of Verna Myers, who describes inclusion more poetically than we can. She says, \u201cdiversity is being asked to the party. Inclusion is being asked to dance.\u201d<\/p>\n<p>Diversity refers to representation. Inclusion is about creating an environment where everyone, and <strong>especially marginalized peoples, feels valued, supported, and celebrated<\/strong>. This can take many forms, including ensuring that everyone\u2019s voice and opinion \u2014 and not just those from dominant groups \u2014is heard. Or it could involve creating a prayer or meditation room within the workplace and celebrating varied cultural events as a team.<\/p>\n<p>A good starting point for improving your company\u2019s inclusivity is to ask questions such as:<\/p>\n<ul>\n<li aria-level=\"1\"><strong>What is the workplace experience like for employees from non-dominant groups?<\/strong><\/li>\n<li aria-level=\"1\"><strong>How might our work culture and practices alienate certain employees?<\/strong><\/li>\n<li aria-level=\"1\"><strong>Are managers well versed and encouraged to adopt <a href=\"https:\/\/factorialhr.com\/blog\/inclusive-leadership\/\" target=\"_blank\" rel=\"noopener\">inclusive leadership practices<\/a>?<\/strong><\/li>\n<\/ul>\n<h3>Belonging<\/h3>\n<p>While discussing diversity, equity, and inclusion in the workplace, it is also important to consider the term &#8220;belonging&#8221;.\u00a0 In some respects, &#8220;belonging&#8221; is easily confused with the concept of &#8220;inclusion&#8221;. However, there is an important difference between the two.\u00a0 Think of a time when you felt as though you were an integral part of something bigger.\u00a0 This <strong>feeling of being valued and appreciated within a community or team<\/strong> is exactly what the &#8220;B&#8221; stands for in DEIB.\u00a0 When it comes to changing the culture of the workplace, belonging can make all of the difference.<\/p>\n<p>Many companies try to put new plans and strategies in place to improve their DEI practices, such as diversity trainings and <a href=\"https:\/\/factorialhr.com\/blog\/employee-resource-group\/\" target=\"_blank\" rel=\"noopener\">employee resource groups.<\/a> Although these efforts can help, it is important to look at leadership tactics and the workplace culture on a deeper level and make sure that team members feel that they are valued parts of the community. For this reason, taking <a href=\"https:\/\/factorialhr.com\/blog\/deib\/\" target=\"_blank\" rel=\"noopener\">the steps to cultivate a culture of belonging is absolutely crucial to improved DEIB practices<\/a>.<\/p>\n<h2><a name=\"benefits\"><\/a>\u00a0How Diversity, Equity, and Inclusion Benefits Organizations<\/h2>\n<p>By law, employees are protected from <a href=\"https:\/\/factorialhr.com\/blog\/disparate-treatment\/\" target=\"_blank\" rel=\"noopener\">disparate treatment<\/a> discrimination and <a href=\"https:\/\/factorialhr.com\/blog\/adverse-impact\/\" target=\"_blank\" rel=\"noopener\">adverse impact<\/a> in the workplace. Aside from the legal obligation,<strong> there\u2019s an obvious moral case for DE&amp;I. For the world to prosper, we must dismantle and abolish the historical barriers and other institutional factors that have placed non-dominant groups in a disadvantaged position.<\/strong><\/p>\n<p>While DE&amp;I can look different at every workplace, ultimately having a diversity workplace is beneficial for the whole organization.<\/p>\n<ul>\n<li><strong>Diversity drives productivity and innovation:\u00a0<\/strong>Having an equal gender distribution is actually linked to meeting <a href=\"https:\/\/www.driveresearch.com\/market-research-company-blog\/diversity-and-inclusion-survey\/#:~:text=Companies%20employing%20an%20equal%20number,goals%20by%20up%20to%20120%25.\">higher revenue<\/a>. This means that organizations that invest in diversity, equity, and inclusion policies not only cultivate a safe working environment, but also cultivate an atmosphere of motivated workers which creates a positive ROI.<\/li>\n<li><strong>Increased motivation<\/strong>: Having a team of employees from different backgrounds and perspectives<a href=\"https:\/\/factorialhr.com\/blog\/diverse-workforce-2\/\"> fosters a positive workplace<\/a> which in turn increases productivity and motivation.<\/li>\n<li><strong>Retained talent<\/strong>: DE&amp;I policies can also prevent high turnover rates. It can aid the recruitment process and help keep talent once they\u2019re on board.<\/li>\n<\/ul>\n<p>According to an <a href=\"https:\/\/www.americanprogress.org\/issues\/lgbtq-rights\/reports\/2012\/03\/22\/11234\/the-costly-business-of-discrimination\/\" target=\"_blank\" rel=\"noopener\">American Progress study<\/a>, some <strong>two million Americans leave their jobs due to unfairness<\/strong> and discrimination each year, while a <a href=\"https:\/\/www.catalyst.org\/insights\/2020\/why-diversity-and-inclusion-matter\">Catalyst poll found that 35% of an employee\u2019s emotional investment in their work is connected to their feeling of inclusion<\/a>.<\/p>\n<p>The same Catalyst poll found that <strong>diverse organizations outperform non-diverse organizations<\/strong> in metrics including creativity, openness, understanding consumer interest and demand, problem-solving, and brand reputation. That\u2019s a lot of good that can follow from simply <strong>doing the right thing<\/strong>.<\/p>\n<h2><a name=\"examples\"><\/a><strong>Diversity, Equity, and Inclusion in the workplace examples<\/strong><\/h2>\n<p>Some examples of DE&amp;I in the workplace are:<\/p>\n<ul>\n<li>Using<strong> inclusive language<\/strong> in your job descriptions, provide pay transparency, and ensure accessibility for everyone to apply.<\/li>\n<li><strong>Offer flexibility<\/strong> to your employees. This could be hybrid schedules, offering parental leaves, access to mental healthcare, or providing subscriptions to gyms or studios to encourage physical health.<\/li>\n<li><strong>Remove all barriers<\/strong> preventing employees from obtaining promotions or opportunities. This means guaranteeing that each employee has a fair opportunity and recognizing the socioeconomic or health related situations that would require some accommodation. This shows your commitment to diversity, equity, and inclusion by providing these accommodations.<\/li>\n<\/ul>\n<h2><a name=\"implementing\"><\/a>\u00a0Diversity, Equity, and Inclusion Training<\/h2>\n<p>Providing diversity, equity, and inclusion training will be crucial in the journey toward a more <strong>open and inclusive workplace<\/strong>. While you should endeavor to keep things generally positive, it\u2019s also true that lessons may have to be challenging\/uncomfortable. It\u2019s how progress happens.<\/p>\n<p>A training course or workshop might include the following elements:<\/p>\n<ul>\n<li aria-level=\"1\">Explaining the definitions, differences, and overlap of <strong>diversity, equity, inclusion<\/strong>.<\/li>\n<li aria-level=\"1\">Sharing examples of discrimination or asking employees to share their own experiences (without any pressure to do so, of course).<\/li>\n<li aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/cultural-competence\/\" target=\"_blank\" rel=\"noopener\">Looking at unconscious bias<\/a> and its effect on underrepresented groups.<\/li>\n<li aria-level=\"1\"><strong>Raising awareness of microaggressions<\/strong> and harmful language (for example, asking someone where they\u2019re from because of their appearance, assigning a nickname to a person rather than learning how to pronounce their name, etc.)<\/li>\n<li aria-level=\"1\">Encouraging employees to stand up to inappropriate behavior, and teaching the diversity equity and inclusion best practices for doing it.<\/li>\n<li aria-level=\"1\">Including disability awareness training as a way to tackle <a href=\"https:\/\/factorialhr.com\/blog\/ableism-in-the-workplace\/\" target=\"_blank\" rel=\"noopener\">ableism in the workplace.<\/a><\/li>\n<\/ul>\n<p><span id=\"hs-cta-wrapper-2adb4865-3621-46d2-88fe-c3e2395b67c9\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-2adb4865-3621-46d2-88fe-c3e2395b67c9\" class=\"hs-cta-node hs-cta-2adb4865-3621-46d2-88fe-c3e2395b67c9\"><a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/2adb4865-3621-46d2-88fe-c3e2395b67c9\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" id=\"hs-cta-img-2adb4865-3621-46d2-88fe-c3e2395b67c9\" class=\"hs-cta-img aligncenter\" style=\"border-width: 0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/2adb4865-3621-46d2-88fe-c3e2395b67c9.png\" alt=\"New call-to-action\" width=\"900\" height=\"308\" \/><\/a><\/span><\/span><\/p>\n<h2><a name=\"creating\"><\/a>\u00a0How to Create a DE&amp;I Mission Statement<\/h2>\n<p>A passive approach will not lead to a more diverse and inclusive company. It takes action. A diversity equity and inclusion mission statement can function as a guiding principle that stakeholders use during the decision-making process to ensure each decision will <strong>enhance diversity and inclusivity<\/strong>.<\/p>\n<p>A diversity, equity, and inclusion policy doesn\u2019t have to be lengthy; in fact, the best are short and easy to read. It should simply reflect your commitment to the cause.\u00a0 This statement should be used during the <a href=\"https:\/\/factorialhr.com\/blog\/gender-bias-recruitment\/\" target=\"_blank\" rel=\"noopener\">recruitment process, to ensure that bias against applicants&#8217; gender<\/a>, race, ethnicity, age, and or sexual orientation will not be practiced.<\/p>\n<p>Check out Google\u2019s diversity equity and inclusion statement as an example:<\/p>\n<blockquote><p><strong>Our accelerated approach to diversity and inclusion<\/strong><\/p>\n<p>Google\u2019s mission is to organize the world\u2019s information and make it universally accessible and useful. When we say we want to build for everyone, we mean everyone. To do that well, we need a workforce that\u2019s more representative of the users we serve. That\u2019s why we\u2019ve embraced a refreshed and accelerated approach to diversity and inclusion.<\/p><\/blockquote>\n<p>Catchy headline, short text, easy to read. In just sixty-three words, the company has set the standards of its commitment to diversity and inclusion and <strong>made itself accountable<\/strong>.<\/p>\n<p>Mission statements work best when they\u2019re easily accessible. Share yours on your websites, in your office, and within your <a href=\"https:\/\/factorialhr.com\/employee-portal\">employee portal software<\/a> for all to see.<\/p>\n<h2><a name=\"rely\"><\/a>\u00a0<strong>Back-Up Your DEI Initiatives With Cold, Hard Math<\/strong><\/h2>\n<p>When implementing DE&amp;I initiatives, <strong>don&#8217;t just talk the talk<\/strong>. Make sure that your business is also prepared to walk the walk. Prepare key performance indicators (KPIs) and <a href=\"https:\/\/factorialhr.com\/blog\/diversity-metrics\/\" target=\"_blank\" rel=\"noopener\">metrics for measuring diversity<\/a>, equity, and inclusion in your workplace. These will help keep leaders accountable and help drive progress.<\/p>\n<p>In order to set effective KPIs, you need to dig deep into existing data. Run HR reports to investigate <strong>retention rates of historically marginalized groups<\/strong>. Do they tend to leave earlier than their non-marginalized counterparts?<\/p>\n<p>How will you get these employees to stick around longer? Talk to current employees and see what you need to do to retain talent. Make sure you&#8217;re also looking into <strong>recruitment, promotion, and development metrics<\/strong>. These things have a big effect on employee engagement and retention.<\/p>\n<p>Set a concrete goal for improving the retention rate among marginalized by X% over the next year. Break this into smaller, more achievable steps and measure progress regularly. The path to DE&amp;I is through <strong>responsibility, accountability, and commitment.<\/strong><br \/>\n<span id=\"hs-cta-wrapper-db9b86f7-a79b-417e-957a-1ab1b9c5e360\" class=\"hs-cta-wrapper\"><a href=\"https:\/\/factorialhr.com\/request-demo\"><img decoding=\"async\" class=\"alignnone wp-image-104914\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/12\/29162640\/ENG_Blog_banner_900x308_J_v1.2-300x103.png\" alt=\"hr-reports-free-demo\" width=\"617\" height=\"212\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/12\/29162640\/ENG_Blog_banner_900x308_J_v1.2-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/12\/29162640\/ENG_Blog_banner_900x308_J_v1.2.png 676w\" sizes=\"(max-width: 617px) 100vw, 617px\" \/><\/a><script charset=\"utf-8\" src=\"https:\/\/js.hscta.net\/cta\/current.js\"><\/script><script type=\"text\/javascript\"> hbspt.cta.load(4960096, 'db9b86f7-a79b-417e-957a-1ab1b9c5e360', {\"useNewLoader\":\"true\",\"region\":\"na1\"}); <\/script><\/span><!-- end HubSpot Call-to-Action Code --><\/p>\n<h2>Final thoughts to Improve Diversity, Equity, and Inclusion Efforts<\/h2>\n<p>One company\u2019s commitment to DE&amp;I will not be enough to overcome centuries\u2019 worth of systematic oppression and<strong> deeply ingrained prejudices and discrimination<\/strong>. That\u2019ll take a coordinated, herculean effort from parties and players that extend far beyond your organization.<\/p>\n<p><iframe title=\"Best 7 DEI Initiatives At Work\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/dQ7z55u5rso?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p>But your commitment to improvement will be a valuable and notable step that can energize everyone connected to your company and inspire others to do better. <strong>The world moves forward when people and organizations make it so.<\/strong> By making diversity, equity, and inclusion part of your operations, you\u2019ll be doing your small bit in the name of progress. And if all companies and people do that, then the future will look much brighter than the past.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In an age when it\u2019s becoming increasingly clear that we can and must do better, companies must shoulder a broader social responsibility. This means working to promote diversity, equity, and inclusion while abolishing discrimination and inequality within the workplace. However, becoming a positive agent of change won\u2019t happen on its own. Too often, organizations look<a href=\"https:\/\/factorialhr.com\/blog\/diversity-equity-and-inclusion\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":136,"featured_media":47495,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-40769","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources"],"acf":{"topics":"engagement"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What are Diversity, Equity, and Inclusion in the Workplace?<\/title>\n<meta name=\"description\" content=\"Implementing diversity, equity and inclusion policies is one of the most important tasks your HR department can take on this year.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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