Fair treatment is one of the most important factors that contribute to the level of workplace equity, so making it a key priority is essential for a healthy workplace.
According to Deloitte, organisations that have inclusive cultures are 3x more likely to perform better, 2x more likely to meet or exceed financial goals, and 8x more likely to achieve business goals.
Equity starts when businesses start asking the right questions. “Are we inclusive?”, “Do employees feel like they belong?”, and “Does everyone have a voice?” are some of these questions. But having a healthy mix of genders, backgrounds, cultures, and generations is crucial for businesses to even start asking these questions.
In every organisation, there are different mixes of people and if you have the right mix and the right number of demographics represented, equity could help make the tangible difference your workplace needs.
When we look at equity in the workplace from a broad perspective, fair representation and equal opportunity are common objectives for any organisation. But if you look deeper, you’ll notice that there are nuances that are unique to each organisation.
These nuances can help increase equity at work; here are a few tips to get you started.
Before you start to make your workplace equitable, it’s important to do your research first. Whether it’s research into your company’s DEI culture or the subject of DEI itself, it’s a crucial step to educate yourself with reliable resources that can easily be found online or on employee wellbeing platforms.
Onboarding shouldn’t be limited to the first week of employment. It should be extended for at least the first six months to a year for employees to understand the culture and for new employees—especially those from underrepresented communities—to have a mentor who can guide them and set them up for success.
Hiring the right culture fit is advice that’s generally driven by conventional norms, but progressive companies believe in hiring for culture contribution which involves hiring someone who doesn’t just fit your values but also has a unique background and experiences that can contribute to your business.
Understand your metrics. This involves spending a lot of time and resources collecting and analysing data about your workforce—including your leadership teams. Once the data is available, you can use the results to set your DEI benchmarks and create initiatives that drive more equity in the workplace.
The Equality Act 2010 is the UK’s primary legislation that governs DEI and even though there are improvements that could be made, it’s a starting point for organisations to make the changes they need. In our blog post—Diversity, equity, and inclusion in the workplace: Why it matters and how to foster it—we explore how a strong commitment to DEI can create significant improvements in the workplace.
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