Diversity, Equity & Inclusion (DEI) is the latest movement promoting equality among all people in the workplace.

A slew of statements have been released by companies big and small, in support of specific racial and ethnic groups, the LGBTQ+ population, women, and people with disabilities. They host groups and trainings, and post on their social media pages.

That’s great and all…but has anything really changed?

Are we actually providing those groups of people with equal opportunities? Or are we pointing out their differences? Placing everyone into different identity boxes and then continuing to socialize and work with only those who reflect how we identify ourselves?

Have we actually taken any steps to foster diversity, equity, and inclusion in the workplace; and to make those who are different from us feel like part of the team?

The Bible teaches us that we should love one another–not just those who have beliefs and life experiences that align with ours. God does not discriminate. He loves every single person that he has put onto this planet and he expects us to do the same.

So, here are 7 ways that leaders can actually promote diversity, equity, inclusion, and most importantly, loving kindness:

1 Encourage cultural humility.

You only truly know and understand the culture and religion you were born into, and the individual life experience that you’ve had. That’s true for every single person on this planet. No matter where or when you were born.

But that doesn’t mean that we can’t respect each other’s unique experiences. The key is to practice cultural humility. This means encouraging individuals at your company to remain curious and open minded about, and accepting of, everyone’s differences and unique experience.

It’s okay if you don’t understand it. That’s actually the key: Accepting that you might not ever understand, but valuing that employee, their talents, and their contribution, regardless.

2 Put yourself in a new pair of shoes.

Not literally…but you should consider how you would feel if you were in each of your employee’s positions. Would you be happy? Embarrassed? Upset? Forgotten?

Again, you’ll never understand exactly how they will feel in every situation because you have different life experiences, but taking a few minutes to consider how company decisions, announcements, etc. will come across to others who come from different cultures and proactively addressing any potential negative feelings will go a long way in showing your employees that you are listening and you care about them as individuals.

3 Acknowledge all holidays.

An easy way to increase awareness and inclusivity within your team is to acknowledge all cultural and religious holidays. Your calendar likely has an option to “turn on holidays” so that they show up on your schedule. Consider those holidays when scheduling meetings and events. And, if you know that an employee celebrates an upcoming holiday, show your interest and acceptance by asking them about their plans and how their family celebrates.

4 Demand respect.

Make it clear to your team that there will be a zero-tolerance policy for any sort of disrespectful behavior. Remind them that they are a team and although they may not always agree with everyone on the team, it is important to always act respectful and professional. There is a baseline level of respect that we all deserve as human beings. Additional respect is earned via hard work, integrity, honesty, and kindness.

5 Rethink your recruitment strategies.

Think outside of the box when you are recruiting. Where can you advertise open positions so that diverse candidates will find out about them? Consider posting jobs on websites for specific groups of people.

Additionally, every candidate should be evaluated using the same objective rubric at every stage of the process–from the initial application submission to the final interview.

6 Ensure pay equity.

Leaders must take steps to identify and close any pay gaps that exist in their company. Employees who hold similar roles or have responsibilities on par with each other should also have a comparable pay and benefits package.

Just like in the recruiting process, candidates for promotions, raises and bonuses should be evaluated using the same objective rubric that everyone at their level is graded with.

7 Support the individual.

As our workplace has become more and more diverse, employees have become less likely to fit into one “typical” box. Leaders must be willing to work with and support individual employees to develop a plan that allows them to be productive and successful at work and enjoy the work-life balance they deserve.

For example:

• Provide assistive technology to an employee who lives with poor vision or hearing.
• Allow a new parent to work from home and/or during hours where childcare is more easily accessible.
• Provide family leave to an employee who is adopting a child.

The secret to increasing diversity, equity and inclusion in the workplace, and the common theme among the 7 actions suggested above is to listen without judgment or prejudice. If the workplace is an open, interactive environment where people learn how to listen to each other, diverse opinions, stories and experiences will be shared and as a result, we will all gain new perspectives and love for one another.

If you are looking for more strategies for building a successful, inclusive business, contact me today. At Celeste Giordano Coaching, I support my clients in growing their businesses with integrity and positivity. I can show you how to “double plus” your income while making your day-to-day work life more satisfying. Does that sound like what you’ve been missing? Contact me today.

---

Celeste Giordano’s mission is to help business owners develop the skills, knowledge and attitude necessary to “DoublePlus™” their income and become effective and inspirational leaders in their fields. Whether it’s taking your successful business to the next level or starting a new venture, she will teach you the exact skills and strategies you need to enroll more quality prospects, build a rock-solid team, and break through obstacles to achieve real profit and lasting success. Celeste is a professional business growth specialist, a master sales strategist, and dynamic speaker with more than 40 years experience in direct sales and managing high-performing teams.

To learn more about Celeste, click here.

Want to use this article? Please feel free to use this content as long as you keep it in its original format and include a link to the original post and Celeste Giordano’s brief bio.