A DEI consultant drives opportunities to create a more inclusive and equitable organization where every single team member believes and feels they belong and therefore becomes more engaged. Forbes and McKinsey & Co studies show this situation ultimately leads to a more innovative, competitive and profitable organization.
As a consultant, we enter an organization as a partner, assess the current demographics, discuss company goals with the client, and provide recommendations on how to reach those goals. We work closely with the client to put effective concrete actions into place to ultimately create an environment where everyone in the workplace feels their voice is heard and their ideas matter.
In addition to it being smart for business, some other facts about a true Culture of Inclusion :
It is the way the world is evolving so be proactive and create Best Practices in a New Normal now to get ahead of the Next Normal
And perhaps most importantly, it is the right thing to do.
*image created by Petra Sorge dos Santos
What are you prepared to do?
Diversity is any dimension that can be used to differentiate groups and people from one another. It’s about empowering people by respecting and appreciating what makes them different, in terms of age, gender, ethnicity, race, religion, disability, sexual orientation, gender reassignment, education, national origin, parental or marital status, ...
Diversity allows for the exploration of these differences in a safe, positive, and nurturing environment.
It means understanding one another by surpassing simple tolerance to ensure people truly value their differences.
Diversity is what you SEE, it's a FACT
Equity is the fair treatment for all, while striving to identify and eliminate inequities and barriers, giving people what they need and deserve. Equity is different than equality—if I am helping all employees reach the top shelf of the supply room, equal treatment would be to give everyone access to the same height ladder, regardless of how tall they are.
The problem with treating people equally is that not everyone has the same needs.
Compare this to “equitable” treatment: striving to eliminate barriers and overcome past inequities—I would give the tallest people the shortest ladder and the shortest people the tallest ladder so everyone has the same opportunity to reach the top shelf.
Equity is what is demanded
Inclusion is an organizational effort and practices in which different groups or individuals with different backgrounds are culturally and socially accepted and welcomed, and equally treated.
Inclusions is the opposite of exclusion.
These differences could be more obvious such as age, race and ethnicity, gender, marital status, national origin, religion/belief, and socioeconomic status or they could be less obvious such as neurodiversity, educational background, training, sector experience, organizational tenure, even personality, such as introverts and extroverts.
Inclusion is what you DO, it's an ACT
Belonging is the feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a specific group.
Belonging is when an individual can bring their authentic self to work.
When employees feel like they don’t belong at work, their professional performance and their personal lives suffer. Creating genuine feelings of belonging for all is a critical factor in improving engagement and performance.
Belonging also helps support business goals.
Social justice includes a vision of society in which the distribution of resources is equitable, and all members are physically and psychologically safe and secure.
Social justice involves social actors who have a sense of their own agency as well as a sense of social responsibility toward and with others and the society as a whole.
Social Justice requires strong Allies.
It's up to each of us...
Diversity is being invited to the party;
Inclusion is being asked to dance.
- Verna Myers/VP, Inclusion Strategy at Netflix
Belonging is dancing like nobody's watching.
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